Harry Urschel's Posts - RecruitingBlogs2024-03-29T15:04:15ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschelhttps://storage.ning.com/topology/rest/1.0/file/get/1526910532?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=1p7slvfai8h07&xn_auth=noMinimize the 'Hops'!!!tag:recruitingblogs.com,2009-11-25:502551:BlogPost:7979062009-11-25T19:56:46.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
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I received an email from someone trying to figure out how to minimize any negative impressions his resume may make to potential employers because he had worked a number of contract and consulting projects. When he lists his entire job history, it looks like he’s been hopping jobs way too often when in fact it’s the nature of the project work he’s done. Some of his assignments were a matter of days and others for several months, but it makes a…
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I received an email from someone trying to figure out how to minimize any negative impressions his resume may make to potential employers because he had worked a number of contract and consulting projects. When he lists his entire job history, it looks like he’s been hopping jobs way too often when in fact it’s the nature of the project work he’s done. Some of his assignments were a matter of days and others for several months, but it makes a chronological resume look bad.<br />
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This is not an uncommon problem, and likely one that will continue to grow as a greater percentage of people take advantage of contract or consulting opportunities. The number of companies that use contract workers is increasing every year as well as the frequency and types of positions they use them for. When a company sees a need for additional help for a particular project that has a beginning and an end, it makes much more sense to use a contract worker for that period of time than to hire a new ‘permanent’ employee that they may have to lay-off when the project is done.<br />
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So, for someone like the person that sent me the email, who has been contracting for years but now would like to be considered for a permanent / full-time position, how do you create an honest resume that doesn’t scare a potential employer off?<br />
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Minimize what appears to be job-hopping through groupings!<br />
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When, as in the case of my emailer, you’ve been working contract or consulting positions exclusively for a period of time, treat that time period as one ‘job’ on your resume. For example, if you’ve worked on 12 projects over a 5 year period, you might show that on your resume like this:<br />
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<b>Contract and Consulting Projects</b><br />
2004 – 2009<br />
Engaged on a number of assignments that have included:<br />
- Network Administration<br />
- Desktop / PC Support<br />
- Hardware Troubleshooting<br />
- LAN Installations<br />
- Desktop Roll-Outs<br />
- Software Distribution<br />
<b>Technologies included:</b> Windows XP/Vista; Windows Server 2003; Norton Ghost; SMS; Active Directory<br />
<b>Companies included</b>: Target Corp; 3M; Cargill; Digital River; United Health Group; Peak Systems<br />
<b>Accomplishments:</b><br />
- Completed several projects ahead of schedule<br />
- Gained ability to adapt to multiple new environments and technologies quickly<br />
- Gained broad range of understanding of multiple processes and procedures<br />
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Certainly more specific details, and accomplishments ought to be included, particularly as they are relevant to your actual experience. However, I believe this is a great way to display your related experience, not hide from the fact that you’ve had several assignments, yet not clutter your resume with too much detail.<br />
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Never embellish, and never be deceitful about your job history. However, it’s also not necessary to over-emphasize what might be perceived as negatives. Group multiple positions under a relevant heading with the appropriate date range and you can produce an effective document that will help your job hunting process rather than hinder it!What's Your Purpose?tag:recruitingblogs.com,2009-11-18:502551:BlogPost:7949062009-11-18T16:35:56.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
Ever spend much time thinking about that? What’s your purpose?<br />
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What does that have to do with your career? Everything!<br />
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Do you find your purpose in your job, or in something outside of your career?<br />
What animates you from day-to-day?<br />
<br />
- Advancement in your career?<br />
- More money?<br />
- Ability to have more toys, nicer houses, cars, jewelry, or ‘stuff’?<br />
- Provide better for your family?<br />
- Provide value or serve your customers?<br />
- Be a better spouse, parent, child, friend, or neighbor?<br />
- Have more…
Ever spend much time thinking about that? What’s your purpose?<br />
<br />
What does that have to do with your career? Everything!<br />
<br />
Do you find your purpose in your job, or in something outside of your career?<br />
What animates you from day-to-day?<br />
<br />
- Advancement in your career?<br />
- More money?<br />
- Ability to have more toys, nicer houses, cars, jewelry, or ‘stuff’?<br />
- Provide better for your family?<br />
- Provide value or serve your customers?<br />
- Be a better spouse, parent, child, friend, or neighbor?<br />
- Have more fun?<br />
- Serving God, or reflecting Him in the culture around you?<br />
- Achieve happiness?<br />
- Gain authority, titles, recognition, or power?<br />
- Become the ‘Best’ at something?<br />
- Live a ‘good’ life?<br />
- ???<br />
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There are dozens, or hundreds, or thousands of things that can give someone purpose for their life. Certainly some purposes are more worthy or more noble than others, however, it’s important to know what yours is. Without purpose you go through the motions each day to do what you think you’re ‘supposed’ to do, but nothing drives you to do or be more or to be enthusiastic about getting out of bed in the morning. Lack of purpose can lead to depression, while having a clear purpose in your life gives you hope and encouragement.<br />
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Too often I see people who have no idea what their purpose is. They drift from day to day and their priorities change constantly. They feel empty and often try to fill that emptiness with drugs, alcohol, sex, or some other vice. They may even appear ‘successful’ on the outside, however, constantly feel discouraged or aimless on the inside.<br />
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People with purpose are more directed in all areas of their life. Even if their purpose has nothing to do with their career, they tend to perform better on the job because they know what it’s all for.<br />
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Our culture makes it easy to be distracted from thinking about our purpose. There are endless ways to fill our time and our minds with other things. TV, Radio, iPods, Video Games, Restaurants, Bars, Work, School, or anything else you can think of. The thought may come to mind that “it might be a good idea to figure this out”, but something else comes up and things get postponed again, and again, and again.<br />
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Taking the time to really think through what’s important to you, why you’re here, what you want to accomplish in life, and how do you get there can be an absolutely life altering experience. I would suggest that finding a purpose in something that’s transcendent, something outside of your personal achievement or worldly ‘success’ will ultimately be far more satisfying to you. However, whatever you decide your purpose is, it will make you far more effective in your life that not having one at all.<br />
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What’s your purpose? Take the time to figure it out!Are You "Professional"???tag:recruitingblogs.com,2009-11-11:502551:BlogPost:7923732009-11-11T19:16:23.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
What makes someone “Professional”?<br />
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I’ve read interesting takes on that question lately. Some good points, and some… not so much. What defines professionalism? Based on various pieces I’ve read, it’s certainly subjective. Whatever the definition anyone uses, it’s often THE factor that tips the scale from one candidate to another in the hiring process.<br />
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In trying to define it, the dictionary doesn’t seem to be much help. Webster defines professionalism as: “the conduct, aims, or qualities that…
What makes someone “Professional”?<br />
<br />
I’ve read interesting takes on that question lately. Some good points, and some… not so much. What defines professionalism? Based on various pieces I’ve read, it’s certainly subjective. Whatever the definition anyone uses, it’s often THE factor that tips the scale from one candidate to another in the hiring process.<br />
<br />
In trying to define it, the dictionary doesn’t seem to be much help. Webster defines professionalism as: “the conduct, aims, or qualities that characterize or mark a profession or professional person.” …sounds like a circular definition.<br />
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Having been a Recruiter for 23 years, and interviewing thousands of people, I’ve gathered some observations:<br />
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<b>~ There is no single characteristic that makes someone ‘professional’.</b> Invariably when someone impresses as being professional, it’s a combination of a number of traits that creates that impression.<br />
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<b>~ It’s not the occupation!</b> Often, people think you need to be a doctor, or lawyer, or senior executive to be considered professional. However, I know of people that are in lower level blue-collar positions that I consider more professional than some C-level executives.<br />
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<b>~ Attitude.</b> Certainly attitude creates a positive impression. However, I believe it is also a critical component of professionalism. It’s not just whether someone is upbeat or not, but also whether they are a solution-finder or nay-sayer. A professional is someone that sees opportunity, not just finds reasons that something can’t be done.<br />
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<b>~ Competence.</b> With that perspective regarding attitude, competence in your field is therefore also vital. In order to be professional, you have to know what you’re talking about. You have to be able to have understanding and insight into relevant issues in your field and be able to articulate solutions.<br />
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<b>~ Communication Skills.</b> You may have a great attitude and be highly competent in your field, however, if you can’t communicate your insight or ideas effectively to others, you miss the mark. Communication skills don’t refer to an accent, but rather the ability to be understood, speak in clear terms, and make complex subjects understandable.<br />
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<b>~ Appearance.</b> Unfortunately, often “unprofessional appearance” has been used as a euphemism for racism, sexism, discrimination against the obese, or some other such discrimination. Those are misguided and shouldn’t be a factor in considering a professional appearance. However, appearance does matter. It’s not necessary for someone to wear a $2,000 suit. However, clean and appropriate clothing, fit properly, and arranged well do play a part in a professional image. A mechanic in well fitting and well cared for cover-alls can create a professional image as well as a C-Level executive in a tailored suit. Dirty, wrinkled, sloppy, and unkempt appearance damage a professional image regardless of the field you may pursue.<br />
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<b>~ Appropriateness.</b> Inappropriate language, slang, appearance, or subjects have as much to do with damaging a professional image as anything else. Running off on unrelated tangents in a conversation, cursing, or wearing a polo shirt to a formal executive interview each create an impression that you don’t grasp the particular role. Like it or not, but ‘bucking the system’ rarely gets rewarded when pursuing a new job.<br />
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These are obviously all personal opinions. However, I have seen each of these factors play a large part in my own impression of someone’s professionalism. Observations that are regularly supported by the feedback I get from my clients.<br />
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Are you "Professional”? Take a look at yourself through these criteria and decide.Cover or Uncovered???tag:recruitingblogs.com,2009-11-04:502551:BlogPost:7891232009-11-04T16:17:33.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
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I’m often asked how important a cover letter is when submitting a resume for a position, or if one is even necessary at all. My answer is: “It depends.”<p></p>
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Who is receiving your resume? If it’s being sent to a recruiter, or you are applying to an online system, you can be virtually guaranteed that a cover letter would not be even looked at, much less read. The volume of resumes that go through a normal recruiting process makes it all but…
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I’m often asked how important a cover letter is when submitting a resume for a position, or if one is even necessary at all. My answer is: “It depends.”<p></p>
<br />
Who is receiving your resume? If it’s being sent to a recruiter, or you are applying to an online system, you can be virtually guaranteed that a cover letter would not be even looked at, much less read. The volume of resumes that go through a normal recruiting process makes it all but impossible for cover letters to be considered in addition to resumes.<br />
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A recruiter focuses on the resumes looking for prior work experience that matches the job requirement as closely as possible and quickly discarding those that don’t show the obvious fit. When there are dozens, or hundreds of applicants as there often are in today’s job market, there are simply not enough hours in the day to pore over every resume and cover letter thoroughly.<br />
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<i>If you are submitting a resume to a recruiter or through an online system, don’t bother taking the time to write a cover letter. It won’t get read.</i><br />
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A hiring manager, however, may be another story. In most companies, the hiring managers don’t usually get many resumes to sort through themselves. The corporate recruiter or HR representative usually has the responsibility to screen the majority of applicants and present a select few for the hiring manager to consider. Also, since the hiring manager naturally has the greatest interest in knowing more about the applicants they are somewhat more likely to read a cover letter if one is available. However, the resume is still the primary document that helps them to decide to move forward or not.<br />
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<i>As a candidate, your chances of getting an interview rise dramatically if you can present your information directly to a hiring manager. If you do, be sure to include a cover letter along with your resume for them to gain a better understanding of how you can be of value to them in the role.</i><br />
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Whether you submit information to a recruiter or to a hiring manager, a clear and effective resume is critical.<br />
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There are several other resources available on this site and elsewhere online with tips for writing an effective resume and cover letter. The focus here is strictly whether to actually send a cover letter or not.<br />
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Are there any negative consequences to submitting a cover letter to a recruiter? No. However, as you seek the most effective ways to spend your time in a job search, you are much better off networking or finding information through online resources to gain access directly to a hiring manager rather than take time writing to an online system.<br />
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<i>Manage your time effectively and seek the best contacts at every company you target.</i>Tough Job Search? Ask Yourself These 5 Questions!tag:recruitingblogs.com,2009-10-28:502551:BlogPost:7856422009-10-28T14:30:00.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
Is your job search taking longer than expected? Most are right now. Certainly the difficult job market is making things harder. However, a great number of people could speed up the process by asking themselves five critical questions.<br />
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Take time, think them through, be honest, and your job search may improve dramatically!<br />
<br />
<b>1. What makes me unique?</b> Companies are seeing dozens or hundreds of resumes for each opening. They interview several people as well. It doesn’t take long for things to…
Is your job search taking longer than expected? Most are right now. Certainly the difficult job market is making things harder. However, a great number of people could speed up the process by asking themselves five critical questions.<br />
<br />
Take time, think them through, be honest, and your job search may improve dramatically!<br />
<br />
<b>1. What makes me unique?</b> Companies are seeing dozens or hundreds of resumes for each opening. They interview several people as well. It doesn’t take long for things to seem like everyone is the same. If you can’t communicate in your resume and in your interview what makes you different, and more valuable to the company than every other candidate they see, you will be an ‘also ran’. Take assessment tests, ask friends, family and previous co-workers, and do a self-evaluation to figure out what you offer that others don’t. EVERYONE has assets and ‘uniqueness’. Discover yours and learn how to communicate it well.<br />
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<b>2. What am I looking for?</b> Many job seekers are too wishy-washy in their objectives. They only know that they need a new job, but aren’t clear on exactly what it is they are seeking. Using the same process to discover what makes you unique, narrow down your search to the type of job or career you want. When you are networking, people can’t help if they don’t know what you want. Have a clear target, and learn to communicate it effectively. You can find more help <a href="http://www.thewisejobsearch.com/2009/10/do-you-know-what-youre-looking-for.html" target="_blank">here</a>.<br />
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<b>3. How am I spending my time?</b> Nearly everyone has heard the cliche’ that “Looking for a job is a full-time job in itself.” However, most people don’t put nearly the time or effort into their job search that is required. It’s difficult sometimes to know what to do. However, if you diligently plan your work each week, and work your plan, you will be far more productive than all of a sudden trying to figure out what to do next on a Tuesday afternoon. You can get additional guidance <a href="http://www.thewisejobsearch.com/2009/03/how-long-will-it-take.html" target="_blank">here</a>, <a href="http://www.careerrocketeer.com/2009/05/which-box-are-you-in.html" target="_blank">here</a>, and <a href="http://www.thewisejobsearch.com/2009/05/what-to-do-when-you-dont-know-what-to.html" target="_blank">here</a>.<br />
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<b>4. What’s my attitude like?</b> Your attitude is one of the most critical aspects of your job search. If you are sincerely optimistic, and upbeat, you are a much more attractive candidate and you will approach your search in a positive way. If you are bitter, discouraged, defeated, or just crabby, your ability to land that next job drops dramatically. Attitude is critical! Be sure to read: <a href="http://www.thewisejobsearch.com/2009/09/one-best-thing-you-can-do-for-your-job.html" target="_blank">The ONE Best Thing You Can Do For Your Job Search</a>.<br />
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<b>5. How well do I present myself?</b> The way you present yourself to networking contacts, recruiters, and potential recruiters is critical to your success in landing a job. That presentation is a composite of professional appearance, effective communication, attitude, and being prepared. You have to be qualified to do the work, but they are most likely talking to several people that are qualified. Presentation makes the difference between who gets hired and who doesn’t. Spend time to work on your presentation and you will see better results. You can find pointers <a href="http://www.careerrocketeer.com/2009/07/appearance-matters.html" target="_blank">here</a>, and <a href="http://www.thewisejobsearch.com/2009/04/how-competent-are-you.html" target="_blank">here</a>.<br />
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Do the self evaluation, and make the effort to make changes where necessary. You will find they will make difference in your search and give you a great deal more confidence as well!5 Social Media Rules for Your Job Search!tag:recruitingblogs.com,2009-10-26:502551:BlogPost:7845262009-10-26T19:32:48.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
Looking for a new job? Be smart online! Your activity on the internet may make or break your chances of getting a job you want. Too often people sabotage their job search by leaving a trail online of careless, controversial, or foolish posts, pictures, or comments. Others use their time online to create an image that screams “Hire me!”<br />
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Here are five rules to follow to help insure your success:<br />
<br />
<b>1. Maximize your LinkedIn profile.</b> LinkedIn is a tremendous tool for your job search, not the…
Looking for a new job? Be smart online! Your activity on the internet may make or break your chances of getting a job you want. Too often people sabotage their job search by leaving a trail online of careless, controversial, or foolish posts, pictures, or comments. Others use their time online to create an image that screams “Hire me!”<br />
<br />
Here are five rules to follow to help insure your success:<br />
<br />
<b>1. Maximize your LinkedIn profile.</b> LinkedIn is a tremendous tool for your job search, not the least of which is being found. Also, a recruiter or hiring manager may check you out during a hiring process just to see what you have posted. Spend time to create a full, professional profile. Be as meticulous as you are in creating your resume. Be sure there are no spelling errors and make it readable. Whether it’s to find you in a search, or to check you out as you’re being considered for a position, your LinkedIn profile is critical to give you an advantage when you’re competing for an offer.<br />
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<b>2. Picture this!</b> Clearly, having pictures online that show you drinking, doing drugs, or something else foolish or worse can be deadly to getting an offer. However, often people forget that ALL pictures online form a portrait of who you are. I saw a LinkedIn profile of a middle-aged heavy-set man with a picture of an apparent vacation in Hawaii where he was shirtless and wearing a lei. Not the image a potential employer is likely hoping for. Pictures on Facebook, MySpace, Flickr or any other site are accessible, often even when you think they are marked ‘private’. If you put it on the web, it can usually be found. It’s public information and can be a factor in a hiring decision. Make sure the pictures online, particularly on LinkedIn create the best professional image you can.<br />
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<b>3. Avoid controversy.</b> You may have strong opinions about politics, wars, healthcare, or a number of other topics. Airing them out publicly online, however, may alienate a potential employer. Whether the recruiter or hiring manager agrees with your opinions or not may be irrelevant if they consider the potential turmoil it may produce in their organization. Debate and discussion live and in-person is great, but anything posted online is open to public consumption now and years from now.<br />
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<b>4. Watch your language!</b> Just as controversial subjects can be off-putting when being considered for employment, so can bad language. If your posts in a blog, ‘Tweets’ on Twitter, comments to articles, or discussion in online forums are characterized by profanity, or sexual references it’s not likely to create the image you’d like a hiring manager to have of you.<br />
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<b>5. Exude optimism!</b> Complaining about your previous company, boss, current circumstances, neighbors, products, businesses, associates, or anything else creates an image of a whiner. Body language and tone don’t come across online. It’s critical to create an online persona of professionalism, helpfulness, graciousness, and optimism. If you read everything you’ve written online, would it sound like someone you’d like to spend time with each day, or someone that would bring you down? Create the impression that will make you an attractive employee and co-worker.<br />
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All of these things are not guaranteed to make a difference, however, if a recruiter or hiring manager were to Google you (and a high percentage of them do), what they find can be a deciding factor as to whether they will move forward with you or not.<br />
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Be careful to craft your online image and remember that EVERYTHING you post is open to consideration!Do You Know What You Are Looking For?tag:recruitingblogs.com,2009-10-22:502551:BlogPost:7828622009-10-22T17:07:23.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
So often, I have people that are looking for a new job, network with me but they can’t tell me what kind of position they are seeking. Sometimes they only know they don’t want to do the same thing as their previous position, or they don’t want to ‘limit’ their options, or they just don’t know what’s available. They tell me they are “open right now”.<br />
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I can’t help you if you can’t tell me what it is you want!<br />
<br />
That may sound obvious, but to a great many job seekers it’s the biggest obstacle to…
So often, I have people that are looking for a new job, network with me but they can’t tell me what kind of position they are seeking. Sometimes they only know they don’t want to do the same thing as their previous position, or they don’t want to ‘limit’ their options, or they just don’t know what’s available. They tell me they are “open right now”.<br />
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I can’t help you if you can’t tell me what it is you want!<br />
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That may sound obvious, but to a great many job seekers it’s the biggest obstacle to getting meaningful leads. Before you send your resume to a job posting, or go to a networking meeting, or pursue specific companies, take the time and put in the effort to figure out what you want to do and what you are looking for.<br />
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Here are some ways to help you figure that out:<br />
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<b>~ Take assessment tests</b> to help you figure out your strengths, and understand your personality better. Google “career assessment test” and you will find a multitude of options. I recommend taking multiple tests to see if you get consistent results.<br />
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<b>~ Ask family, friends and previous co-workers</b> what they think your strengths and abilities are. Often others see talent and passions in us we didn’t recognize ourselves.<br />
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<b>~ Evaluate your previous jobs</b> and determine what aspects and tasks you enjoyed or did well to help you discover what new position would be most appealing. Also, separate your tasks from where, and with whom you did them. Often it wasn’t a job you disliked, but rather the company or culture.<br />
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<b>~ Research</b> what kinds of jobs exist related to your interests. You can do this by searching online job boards, getting guidance at your state’s workforce centers, asking others you know, and other online resources. Be realistic as to what you can get hired for with the skills and experience you have, however, for most people there are more options than they might initially realize.<br />
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This process may take some time. However, once you determine what your target is, you will be much more effective at communicating a specific objective to others and they will be much more able to give you guidance and effective leads and referrals.<br />
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Know what you are looking for!Learn to Dig Your Well Before You're Thirsty!tag:recruitingblogs.com,2009-10-14:502551:BlogPost:7794762009-10-14T15:10:10.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
If you’ve been reading much on this site or reading virtually any other job search advice, you know that networking is critical to landing a new job. However, most people only begin building a network once they are unemployed. Better late than never. Networking can be far more effective, though, if you have an extensive address book of professional contacts that you’ve been building over time.<br />
<br />
Begin building your network as soon as you realize it’s value, but don’t stop once you get a new…
If you’ve been reading much on this site or reading virtually any other job search advice, you know that networking is critical to landing a new job. However, most people only begin building a network once they are unemployed. Better late than never. Networking can be far more effective, though, if you have an extensive address book of professional contacts that you’ve been building over time.<br />
<br />
Begin building your network as soon as you realize it’s value, but don’t stop once you get a new job!<br />
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In the new-normal for a career, you will likely be looking for a new job again someday. ‘Lifetime’ jobs are virtually non-existent anymore. In order to make your transitions as smooth as possible and for you to have more options, keep building the size and quality of your professional network. How do you do that?<br />
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* Make networking a lifestyle, not an event<br />
* Get to know co-workers, vendors, customers, people in other departments<br />
* Attend industry networking events, trade shows, user groups, and professional associations<br />
* Always collect business cards<br />
* Keep in touch: call to say Hi, send birthday or anniversary cards, send Thank You’s<br />
* Send articles acknowledging news about their company, hobby, accomplishments, etc.<br />
* Always ask who else your contacts know that are good to connect to as well<br />
* Ask them regularly how you can be of help to them<br />
* Be open to accepting networking calls from others<br />
* Eat in the cafeteria and get to know people rather having lunch alone at your desk<br />
* Always be friendly and upbeat – no one likes hanging around a grouch<br />
* Treat networking as if you career depends on it… because it does!<br />
* Keep good records of everyone you meet and notes of your conversations<br />
* Schedule times for the next time you will touch base with each contact<br />
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Sound like work? It is.<br />
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Will your life change? Yes.<br />
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Will your career and your next job search benefit? Infinitely!<br />
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Dig your well before you’re thirsty and you'll be glad you did!TWINS WIN!!! ...and an Effective Job Searchtag:recruitingblogs.com,2009-10-07:502551:BlogPost:7768372009-10-07T15:08:11.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
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If you’re not from Minnesota or Michigan or not an avid baseball fan, you may not know that the Minnesota Twins won the division title from the Detroit Tigers last night. As a Minnesotan and a Twins fan, I’m pretty excited. The tie-breaker game the two teams played last night was one of the most exciting baseball games I’ve ever seen and it took 12 innings for the winner to be decided. But what’s incredible is what the Twins did to get there. The…
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If you’re not from Minnesota or Michigan or not an avid baseball fan, you may not know that the Minnesota Twins won the division title from the Detroit Tigers last night. As a Minnesotan and a Twins fan, I’m pretty excited. The tie-breaker game the two teams played last night was one of the most exciting baseball games I’ve ever seen and it took 12 innings for the winner to be decided. But what’s incredible is what the Twins did to get there. The Tigers have led the division since May, and had a 7 game lead in September. The Twins were in 3rd place earlier in the season, lost Justin Morneau (one of their best players) to an injury, and seemed headed to a very disappointing season.<br />
So what does that have to do with your job search?<br />
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If you’ve been having a tough time, if you’re feeling discouraged, if you’re feeling like you’re never going to find a new job, there’s a lot to learn from the Twins.<br />
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The Twins were all but counted out. A little over a month ago they seemed to be losing more than they were winning and being 7 games behind seemed to be an insurmountable obstacle to overcome. Losing Justin Morneau seemed to put the nail in the coffin of their season. That was conventional wisdom… to everyone except the Twins! They drew together and had faith in their ability. They’ve shown more resilience, grit, and determination than any team I can remember. They’ve won 16 out of their last 20 games! They pulled up and tied the Tigers in the last game of the regular season forcing a tie-breaker game last night.<br />
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The game could not have been tighter. Tied 4-4 at the end of the 9th inning with 54,000 people in the stands, the tension was palpable! Both teams battled with all they had. The Twins allowed the bases to get loaded in the top of the 12th inning but still stopped the Tigers from scoring. Then, against all odds, were able to score the winning run in the bottom of the 12th inning. Just after it seemed all hope was gone, they got the run, won the game, and won the division title.<br />
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What the Twins demonstrated in the last month and in this game are traits that are needed in bringing a job search to successful conclusion as well. What did the Twins do?<br />
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~ They believed in themselves<br />
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~ They didn’t let “conventional wisdom”, the news, or the odds get them down<br />
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~ They gave 100% effort every day<br />
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~ They kept practicing and honing their skills<br />
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~ They found a way to win in every situation<br />
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~ They focused on doing all the little things right every day<br />
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~ They worked at keeping a positive attitude day-after-day<br />
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~ They didn’t ease up when they were on a winning streak<br />
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~ and, they didn’t let a loss set back their momentum<br />
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Every one of these traits will help your job search as much as it helped them win the title. Even when things seem bleakest, a positive attitude and a determination to win can get you the job.<br />
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Congratulations Minnesota Twins!<br />
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…and use their story as encouragement that you can win your ‘title’ too by following their example.Four Challenges Recruiters Face in Today's Economytag:recruitingblogs.com,2009-08-04:502551:BlogPost:7209442009-08-04T20:23:39.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
There’s a saying I’ve heard and used over the last several years…<br />
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<i>“Making money as a recruiter can be very volatile. When the economy is good, there’s almost nothing better, and when the economy is bad, there’s almost nothing worse.”</i><br />
<br />
I’ve been a recruiter for the last 23 years and have gone through multiple recessions in that time. I’ve been fortunate to begin my career during a recession. It actually taught me how to operate in a difficult environment. I generally find it’s recruiters…
There’s a saying I’ve heard and used over the last several years…<br />
<br />
<i>“Making money as a recruiter can be very volatile. When the economy is good, there’s almost nothing better, and when the economy is bad, there’s almost nothing worse.”</i><br />
<br />
I’ve been a recruiter for the last 23 years and have gone through multiple recessions in that time. I’ve been fortunate to begin my career during a recession. It actually taught me how to operate in a difficult environment. I generally find it’s recruiters that begin their recruiting career during boom times that wash out when times get more challenging.<br />
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As a job seeker, why should you care? Because understanding challenges recruiters face can help you present yourself in a way that makes you a more ‘placeable’ candidate.<br />
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Here are 4 challenges recruiters face in these difficult times:<br />
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<b>1 – It’s more difficult to get job orders.</b> You may say, ‘Well No Kidding!’ You don’t need to read an article to learn that! When companies are struggling themselves, and not hiring as many people, they are much less likely to be willing to pay a substantial fee to a recruiter.<br />
<br />
Realizing that, as a job seeker working with a recruiter on a position that’s relevant to your background, you can be reasonably certain they are giving it their all to make it happen. A contingency recruiter doesn’t get paid unless they fill the opening, and without a number of orders on their desk they are going to do all they can to ensure the opportunity doesn’t slip away. Be easily accessible, available, and responsive. They need to move fast when the client is ready to see candidates, interview, or schedule follow ups. The recruiter will be most responsive to candidates that are most responsive to them.<br />
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<b>2 – More new orders are ‘Purple Squirrels’.</b> A ‘Purple Squirrel’ is an order for a skill set or background that is extremely rare and hard to find… the proverbial ‘needle in a haystack’. If a company is going to pay a fee to a recruiter, right now it is more likely going to be for a position they know is very tough to fill. Even though there are a lot of people in the market right now, usually the 'Purple Squirrel’ candidates are still working with a great deal of job security. Their current companies understand how difficult it would be to replace them as well and so take good care of them. Given the uncertainty in the economy, those candidates are often less willing to consider a move.<br />
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If there’s something in your background that can make you an attractive ‘Purple Squirrel’ candidate, be sure to point that out to recruiters. A good recruiter will proactively market a candidate that has a unique marketable skill set and presents themselves professionally. If you have experience in a unique software package or tool, a specific accounting practice, a complex sales process, it’s your job to make sure the recruiter understands those assets in you.<br />
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<b>3 –There is great pressure to reduce fees.</b> Competition is fierce. Many independent recruiters and small firms in particular are slashing their standard fees in the hope of attracting clients. Cheaper fees aren’t necessarily a better deal for clients if they aren’t getting the best candidate out of the bargain. A good recruiter competing against discounted fees, however, has to prove the value of their higher rates.<br />
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In a booming economy, it’s easier to place mediocre candidates. There are jobs for everyone. In this market, good recruiters are laser focused on finding the best of breed candidate for every position. If you want to be one of the people they put effort into, it’s your responsibility to prove you are a cut above the majority of candidates they see. Get good at articulating your unique skills and abilities. Be more professional, more responsive, and have a better attitude than the average candidate they talk to.<br />
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<b>4 – The volume of candidates can be overwhelming.</b> A good recruiter wants to feel that they are able to be of value to every person they talk to. The reality is that they can only place a tiny fraction of the people they come across. However, hopefully they can help with advice, leads, ideas, and information. When they are bombarded by calls, resumes, and inquiries from desperate candidates day after day though, it’s extremely difficult to give the individual attention they’d like.<br />
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As a candidate trying to get their attention, being ‘Pleasantly Persistent’ pays. Contact them regularly, but add value to each connection. Checking in every 3 to 4 weeks to make sure you are still ‘top of mind’ to them can help. However, alternate your contact between phone calls and emails. Briefly let them know what you’ve been doing for your search, and provide some potential leads or market information for them you may have learned along the way. Let them know any additional information about your background that may be helpful and update them on any additional training or relevant volunteer experience you may be acquiring during your search.<br />
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Remember, a recruiter’s primary responsibility is to their client company to find the best candidate for the position. The company, not the candidate, pays their fee. They are not your agent to find you a job. In order to have a recruiter work proactively on your behalf, the onus is on you to prove you can bring above average value to their clients. Prepare for your meetings with recruiters just as you would for a potential employer, because without the recruiters approval, you will never get to meet their client.<br />
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<hr/><strong>Author:</strong>
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<p>Harry Urschel has over 20 years experience as a technology recruiter in Minnesota. He currently operates as <a href="http://www.eexecutives.net/" target="_blank"><strong>e-Executives</strong></a> and writes a blog for Job Seekers called <a href="http://www.thewisejobsearch.com/" target="_blank"><strong>The Wise Job Search</strong></a>.</p>Using a Recruiter to Find a Job!tag:recruitingblogs.com,2009-07-31:502551:BlogPost:7191302009-07-31T22:15:46.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
It’s a tough job market out there! You’re struggling finding your next job and it dawns on you… “I should use a recruiter!” “They can be my agent, and they’ll find a job for me!” Wrong!<br />
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There’s no question, a recruiter can be a wonderful resource. I am one… have been for over 20 years and love the fact that I often get to help people find their dream job. I feel like it’s been a good day when I’ve been of value to someone. However, although I want everyone I have conversations with to feel…
It’s a tough job market out there! You’re struggling finding your next job and it dawns on you… “I should use a recruiter!” “They can be my agent, and they’ll find a job for me!” Wrong!<br />
<br />
There’s no question, a recruiter can be a wonderful resource. I am one… have been for over 20 years and love the fact that I often get to help people find their dream job. I feel like it’s been a good day when I’ve been of value to someone. However, although I want everyone I have conversations with to feel like I’ve helped them in some way, I only place a very small percentage of the people I talk to. In fact, recruiters as a whole only place 3% to 5% of the positions that get filled!<br />
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Additionally, although I talk to people all the time that I’d love to help, my primary responsibility is to my client company that pays the bill. They pay me a very substantial fee to find the best person for a particular job. That’s the person that has the best skills, experience, culture and personality match for that specific role. I may have someone I think of quite highly, but if they don’t match all those criteria, I can’t place them.<br />
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A recruiter can be a resource, but certainly not your primary resource. The only one responsible to find you a new position… is you! You certainly want them to be aware of you, have a very positive and professionally credible impression of you so that they do call you if an appropriate opportunity does arise. However, your attitude ought to be that it’s a bonus if you do get an opportunity from them, rather than an expectation. Your primary focus should be networking, and proactively pursuing companies you have an interest in on your own.<br />
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When you do work with recruiters, here are some key points to help you be most effective:<br />
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* Although a good recruiter will be able to provide great advice, they are primarily looking at you as a hiring company would. Consider your time with them a job interview, not a career counseling session. Put your best professional foot forward.<br />
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* A good recruiter may market you proactively to their clients IF they view you as bringing unique skills, an above average professionalism, or an exceptional presentation to the table. If you want them to market you, it’s your responsibility to help them see that.<br />
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* Be accessible. If they are trying to reach you with an opportunity, they want to talk to you right away, and will move on to someone else if it’s too difficult or takes too long to get in touch. Furthermore, if they have too hard a time reaching you one time, they may not try again with other opportunities later.<br />
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* Know what you want. In speaking with a recruiter, as when you’re networking with others, they can’t help you if they are not clear on what you are looking for. They don’t want to send a candidate to their client that is wishy-washy in their objectives.<br />
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* Don’t stick them with surprises, and be reliable with what you agree to. Don’t tell their client something different than you tell them… especially salary history and expectations.<br />
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* Be flexible. Make it easy for them to schedule interviews for you. They are less likely to work with you if they can’t find common times that you and their client are available to meet.<br />
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* Be upbeat and cheerful. You don’t have to be the “life of the party”, but no one wants to work with a grouch.<br />
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* Show confidence, but not cocky. “I’m your dream candidate” kind of an approach will alienate them, not make you more attractive.<br />
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* Be focused and concise. Rambling on and on to make sure they know “all” about you will not help. Give them the key points, and let them ask questions. Then give succinct answers.<br />
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* Keep careful documentation of the company contacts you’ve had. Do not have a recruiter pursue a company you’ve already presented to, and do not allow more than one recruiter pursue the same companies for you. You will likely miss out on an opportunity because of the confusion of the source of your information.<br />
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Work with recruiters, but they are not your “agent”, they are the company’s agent to find the best candidate for a job. They are an additional arrow in your job search quiver, but not the “silver bullet”!<br />
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Harry Urschel is an independent recruiter with over 20 years of experience in the placement industry and operates as e-Executives in the Minneapolis, Minnesota area. His background has included over 7 years as a top producer world-wide for the largest specialized placement firm internationally. He has hired and trained large staffs of recruiters and developed top teams. His experience has given him a strong understanding of hiring and job search processes, and writes a blog to help Job Seekers at www.TheWiseJobSearch.com.Why Use a Recruiter in This Market???tag:recruitingblogs.com,2009-07-30:502551:BlogPost:7185132009-07-30T19:42:25.000ZHarry Urschelhttps://recruitingblogs.com/profile/HarryUrschel
Why use a recruiter when I’m getting piles of resumes from my ads?<br />
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In times of economic downturns companies often decide that one way to “save” money is by eliminating fees to recruiters when looking for new employees. Why shouldn’t they? After all, they post an ad online, or in the paper, and there’s a much larger stream of applicants than they’ve had in the past. “Why pay a 20% to 30% fee when I seem to be able to get plenty of people on my own?” Good question.<br />
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The answer is two-fold… what…
Why use a recruiter when I’m getting piles of resumes from my ads?<br />
<br />
In times of economic downturns companies often decide that one way to “save” money is by eliminating fees to recruiters when looking for new employees. Why shouldn’t they? After all, they post an ad online, or in the paper, and there’s a much larger stream of applicants than they’ve had in the past. “Why pay a 20% to 30% fee when I seem to be able to get plenty of people on my own?” Good question.<br />
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The answer is two-fold… what is your true cost-to-hire? and does that pile have the best candidate?<br />
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Most small companies have never examined what it truly costs them to hire a new employee. There are a great number of factors to consider, including…<br />
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Direct Costs:<br />
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* How much do the ads cost?<br />
* How much time does it take at your “hourly rate” to:<br />
o Write an ad<br />
o List the ad<br />
o Field x number of phone calls from the ad at 2 to 10 minutes each<br />
o Initially review x number of resumes at 30 seconds to 2 minutes each<br />
(x= 20? 50? 100? 500?… One janitorial position in Chicago recently got 700 applicants)<br />
o 2nd review x number of resumes to confirm who to screen at 2 to 5 minutes each<br />
o Prep time for phone screens<br />
o Phone screen x number of candidates at 15 to 30 minutes each<br />
o Prep time for interviews<br />
o Conduct first interviews with x number of candidates at 1 hour each<br />
o Debrief with others in the organization that also interviewed the candidates<br />
o Conduct 2nd interviews with x number of candidates at 1 hour each<br />
o Debrief with others<br />
o Prep time for reference checks<br />
o Complete reference checks at 15 to 30 minutes each (Repeat the process if bad references)<br />
o Create and present an offer letter<br />
o Repeat the whole process if the offer is rejected<br />
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Also consider the Indirect Costs:<br />
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* What was the “opportunity cost” to you<br />
o What could you have otherwise accomplished with the time you spent looking and sorting?<br />
o What additional business didn’t get found or serviced due to your search process?<br />
o How much time did the process take?<br />
o What could the new employee have produced had you had one 2 weeks or 2 months faster?<br />
o What fell behind because there was no one hired yet to get it done?<br />
* How frazzled are you from the process?!?<br />
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At the end of your process… are you sure you got the best candidate? You got active seekers who noticed your ad. Is there someone else that’s currently working somewhere and not actively looking, or someone that didn’t see your ad, a better fit?<br />
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So, even with all that, is a recruiter cheaper? Maybe, or maybe not. Here are points to consider:<br />
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* A good recruiter will help with defining the role and set expectations of candidates, salaries, etc.<br />
* A good recruiter will handle the sourcing, sorting, screening and present the 1 to 3 best candidates<br />
* A good recruiter will coordinate the process for you and help you prepare for interviews<br />
* A good recruiter will complete reference checks and follow ups<br />
* A good recruiter will pursue “passive” candidates as well as active one to find the best fit<br />
* A good recruiter will present candidates and help you get through the interview process much faster<br />
* A good recruiter can be a 3rd party mediator to make sure an offer will result in an acceptance<br />
* A good recruiter will allow you the time and emotional capital to focus on your business, not the process<br />
* A good recruiter significantly reduces your stress!<br />
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After 4 recessions in my career, a similar pattern occurs each time. As the volume of resumes increase in response to ads, companies cut out the use of recruiters. After a few months realizing that their hiring process has slowed down and they are still not finding the best candidates, the value of recruiters becomes more evident and they return. If this sounds like it makes sense to you… Save yourself the time and frustration, and call a good recruiter now!<br />
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Harry Urschel is an independent recruiter with over 20 years of experience in the placement industry and operates as e-Executives in the Minneapolis, Minnesota area. His background has included over 7 years as a top producer world-wide for the largest specialized placement firm internationally. He has hired and trained large staffs of recruiters and developed top teams. His experience has given him a strong understanding of hiring and job search processes, and writes a blog to help Job Seekers at www.TheWiseJobSearch.com.