!! working!effec@vely!with!recruiters!! - idealist careers · 1 ! presentedby: commongoodcareers...
TRANSCRIPT
1
Presented by: Commongood Careers Kevin Flynn, Vice President of Recruitment
Working Effec@vely with Recruiters March 18, 2015
• Pull back the curtain on recrui1ng firms: The different models, how they work and what you should expect
• Tips for standing out and ge@ng no1ced by recruiters
• Best prac1ces for building an effec1ve rela1onship with a recruiter that provides value for both side (whether you’re looking for a job or not)
2
Goals
3
4
Representa)ve Clients
5
Kevin Flynn, Vice President of Recruitment and Candidate Services
TwiKer: @KevinCFlynn and @CGCareers
Introduc)ons
• I began my career working for a Boston-‐based nonprofit that supported high-‐risk and gang-‐involved youth in ci@es throughout the country.
• I’ve been at Commongood Careers for 8 and manage a team of recruiters. I’ve managed over 120 senior-‐level searches for social impact organiza@ons, in addi@on to managing CGC’s career advising program
• I’ve presented on the topic of talent and recrui@ng in the nonprofit sector at universi@es including MIT, Harvard, Yale and B.U. and at the na@onal conferences of KIPP Schools, Independent Sector and Emerging Prac@@oners in Philanthropy.
• I was on founding board member of the Boston Chapter of Young Nonprofit Professionals Network (YNPN) and in 2011 was selected as an Independent Sector American Express NGen Fellow.
6
Three Recruiter Types
Retained
Con1ngent
In-‐House
7
Three Recruiter Types
Con@ngent Recrui@ng Firms:
Model: Paid only when a candidate they’ve recruited gets hired. Don’t manage search, but rather add resumes to an exis1ng candidate pool. Considera@ons: May not be as knowledgeable about role or org. Heavily incen1vized to find you a job, so it can feel like they ‘represent you’ as a candidate. The incen1ve structure can lead to less objec1vity in talking to you about par1cular roles and your career path.
8
Three Recruiter Types
Retained Recrui@ng Firms:
Model: Paid by a client organiza1on to manage the en1re search process (scoping, recrui1ng and assessing). Considera@ons: Extremely knowledgeable about posi1on and org. While they’ll be suppor1ve, they’re not working on your behalf; Heavily involved in interviewing and assessing.
9
Three Recruiter Types
In-‐House Recruiters:
Model: Recruiters, HR staff or leaders that work for and represent a par1cular hiring organiza1on. Considera@ons: Mostly found in larger organiza1ons. Less likely to engage in ‘direct outreach.’ May not have broader market perspec1ve or be able to advise you on mul1ple op1ons.
10
Recruiter Lingo
Defining Terms: Ac@ve Jobseeker: On the market. Refreshing idealist constantly. Might have a job, might not. Passive Jobseeker: Not ac1vely looking for a new job. Not looking at job boards. Would entertain an opportunity if it was brought to them and presented as a ‘dream job.’ Prospect: A poten1al candidate iden1fied by a recruiter who is at some stage of cul1va1on (aka ‘target’) Connector: Not likely to be a candidate, but could provide market intel and referrals (aka ‘source’ or ‘lead’)
11
Why Partner with Recruiters
1. Market intelligence and trends
2. Career trajectory insight
3. Job search feedback
4. Moving past the job descrip@on
5. Access to the ‘hidden job market’
6. Adding value to your own network
12
Recruiter Relationship
Rolodex • Hundreds of personal connec1ons
• OXen focused in one field and func1onal area
Database • Thousands of resumes
• Data oXen isn’t up to date
Linkedin • 300 million users
• Up to date info • Ability to view connec1ons and networks
Evolu@on of Passive Candidate Accessibility
13
Finding Recruiters
14
Building the Rela)onship
How to Be Found by a Recruiter:
1. Can they find you? Build out a LinkedIn Profile and when asked upload your resume to their database
2. Do you catch their eye? On average, recruiters are looking at profiles for 6 seconds. Be clear, eye-‐catching (but don’t get cute!)
3. Are you a good fit for the job? Is there a clear narra1ve in your career that lines up with what you want to do next? What story are you telling about your skills and experience?
4. Can they contact you? Add your email to your profile!
15
Recruiter Relationship
LinkedIn Tips: Increase connec@ons and ask for recommenda@ons (not endorsements!) Be smart about loca@on Use a summary sec@on Join Groups Industry and keywords
16
Recruiter Relationship
LinkedIn Tips:
17
Recruiter Relationship
When a Recruiter Contacts You:
Most importantly, be flaKered and gracious! At points in your career, recruiters can be your most important ally. Cul1vate every rela1onship you can for the long term.
Do you homework: Read the job descrip1on. Read up on the recruiter (their industry, other openings, etc). Are they con1ngent, retained or in-‐house? Am I interested in the role?
18
Recruiter Relationship
When a Recruiter Contacts You:
If you might be interested in the role….. Let the recruiter know you’re interested in learning more and set up a 1me to chat. Confirm whether the conversa1on will be informa1onal, or an interview. If you’re not interested: Respond! Be specific about why you’re not interested (“I just started my new job” “That commute is too long”). Offer to jump on a call and think through people in your network who might be a fit.
19
Recruiter Relationship
Ideal Recruiter Rela@onship Rela@onship: There’s a long-‐term personal rela1onship that not just based on job transac1ons. S/he knows you, your goals and your career trajectory. There’s a high level of trust, and you never felt like you’re being ‘sold’ something. Communica@on: You check in regularly, provide each other with referrals and serve as thought-‐partners. You both constantly ask “What can I be helping you with?” Value: For you: Ongoing market intelligence, access to opportuni1es, a career advisor, and the ability to con1nually add value to your network. For your recruiter: Ongoing market intelligence, access to your networks, feedback on posi1ons, and the chance to place you in a great job.
www.cgcareers.org
38 Chauncy Street, Suite 1001
Boston, MA 02111
617-542-1404
Questions and Discussion