How to Think Like a Headhunter or Recruiter

Want to get an interview? Then begin to think like a Headhunter or Recruiter! Ask yourself specifically what is the position and exactly who are they looking for to fill it? What qualities do they appreciate in a candidate? Is company mission oriented "all hands on deck until the job is done" culture? Perform enough research to know where your skills, experiences, and values learned will be most readily identified as being "positive", and then give a brief career history highlighting those areas into your resume that bring on an "Aha!" from the reader. You will find that, more often than not, it will cause the recruiter to pick up the phone and call you in for an interview!

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As a Headhunter or Recruiter, what keywords would you enter if you wanted to find the most qualified candidate for the job? Recruiters expect to find the right person by identifying the resume with the most keywords used in their initial job announcement/advertisement. Companies advertising online place relevant and desired "key words" into their resume screening program - Applicant Tracking System (ATF) software. ATF, also known as talent management systems (TMS) is used to garner, analyze, and coordinate resumes and applicant information. One important fact - these tracking systems screen out about one half of all resume submissions. Many unsuccessful online job seekers have long believed that their online resume submissions go into an obscure resume abyss. These futile job hunters may really be on to something! One reason, at least 40-50% of all online submissions by job hunters get screened as "not having the basic qualifications for the job" even though the submitter may truly have the qualifications. These candidates simply failed to place those qualifications into their resume via select keywords.

To make an impact, and prove you are qualified for a position, when applying for a position titled "operations manager" ensure that both of the title words - "operations" and "manager" are strategically placed in your resume (preferably in the top one third). Note: Another way to enter the chasm of resume doom is to confuse the screening/tracking software with the presentation of your information and dates in the "Job History" or "Experience" section. Always list the employer first and then list dates of employment (on the right side of the page).

Headhunters and Recruiters like "dynamic" "pop off of the page" verbiage! While your resume design should be presented in a simple, easy-to-read format to get the best results, each sentence within your "Skills/Value Added" and "Employment History" sections should start off with dynamic and anomalous action words. Such pop out lead-in's can include action words such as "Employed forward thinking leadership to motivate staff...", or "Led teams in operational and compliance initiatives, improving internal control, and financial results...".

Remember - It's not about you, it's all about the Headhunter or Recruiter and their company or the company they represent. Take a look at the company's website for clues to their values - can you align yourself with a company's culture (often defined by their mission statement)? Aligning yourself and your resume with the organization and its mission is extraordinarily important for success in any online resume submission.

copyright 2012 Metroplex Resume Service

Is Your Reference List Employer Ready???

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When looking for employment in any industry, job seekers should have an up-to-date (most current information) professional reference list.  Unfortunately, many job seekers have a propensity to want to add this list to their resume.  However, a professional reference list should be created on a separate page and should not be forwarded with along with the resume, unless requested by an employer.  Savvy job candidates will have at least one copy of their reference list with them when going to an interview because they know that most employers typically ask applicants for references once the interview has ended. 

A professional reference list should include at least three names of past or present employers, supervisors, coworkers, instructors, or someone with whom you have performed volunteer work.  The list should not include any relatives, friends, or religious leaders unless a job seeker has worked or volunteered with them in a professional setting.  Before submitting a reference list to an employer, applicants should ask each individual on the list if they are willing to provide a positive reference.  The list should be contain each individual's full name, job title, relationship to the applicant (i.e. employer, co-worker), phone number, and email address.  

Job Seeker Tip of the day:  Fill out a blank application form at home with all of your information (including reference information) and take it with you when called for the interview.  This will ensure you have all of the information ready and available to fully complete the application.  It definitely will get attention!

Copyright 2012-13.

SUPERLATIVE INTERVIEWING

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A superlative job interview can be characterized as performing and articulating precise details during the interview process that set you apart and land you the job! The secret to a successful interview begins with just three easy steps:

1) Comprehensively researching the company prior to the interview;

2) Preparing for the interview by taking part in one or more mock interviews comprised of questions you envisage you may be asked during the interview;

And finally:

3) Developing answers to the questions asked which clearly articulate why you should be the interviewer’s candidate of preference.

The preliminary step in laying the groundwork to the superlative job interview is to research and find everything you can on the business you will be interviewing with. Carefully examine the job’s description... exactly what are they really looking for in an employee? Do you meet or exceed their requirements? Begin to compose good notes and review them often. Well prepared notes will also equip you for a pre-screening phone interview, if there is one.

You can never do too much research regarding the position, duties, its place in the company’s culture, and most importantly – its role in achieving the company’s mission. To that end, ensure you know and fully understand the company’s mission statement because it is probably one of the most significant items in learning a company’s culture. Is the company numbers driven? Or, are they customer fulfillment driven? Familiarizing yourself with the company’s culture might also include checking to see if they display a diversity statement. A company that visibly presents a diversity statement is one that respectfully maintains that they do not discriminate against job candidates during the employment process and fully embrace a diversely rich workforce.

When preparing to take part in one or more “mock” interviews, make the interview experience as practicable as possible. Dress and equip yourself as though you are going to a “real in-person” interview, including bringing your up-to-date portfolio information and multiple copies of your updated resume. Ensure that your “pseudo” interviewer asks you at least 20 of the most common behavioral interview questions. If possible, have someone record your practice interview so that you can review and hear how you perform, look, and sound. Do you give the impression of being composed, or do you look ill at ease? If you feel you appear uncomfortable or self-conscious, start the simulated interview over and try smiling (yes, a fleeting smile can help alleviate anxiety).

You will soon become aware that the more you practice the less distraught you will be for the actual interview. Fine-tune your vocal tones as you answer the mock interviewer’s questions. Rehearse and ascertain how to modulate your voice to place emphasis and enthusiasm on noteworthy information you want to express to the employer in the course of the interview, and endeavor to speak in a lower, measured intonation in other portions of the interview. Once the interviewer has ended their portion of the interview and asked if you have any questions for them, have several well developed questions to pose to them regarding the job or the company – but don’t fail to remember that salary and benefits is a segment of a subsequent future interview and is not broached in the “initial interview” unless brought up by the employer. Finally, end each and every interview with a solid handshake and a genuine smile. Superlative job interview accomplished!

Copyright 2012-13 Metroplex Resume Service