No, I Don’t Get People Jobs – I’m a Recruiter.

People are constantly asking me to “get them a job”. Just yesterday I got a text from someone who heard I was recruiting for openings in Chicago. It literally read “Sh!t! Get me a job!” (stay classy, ex-husband).

But wait, you say. You’re a recruiter. Your whole professional existence revolves around getting people jobs… right?

Not exactly. A very smart boss once put it to me this way. “I know you care a lot about getting people jobs. That’s admirable. But the reality is you’re the recruiter. You facilitate the introduction. The hiring manager gives someone a job”.

Wait… really?

Yes. So if I’m not getting people jobs… just what exactly DO I do all day?

Read the hiring manager’s mind. We all know that job descriptions have little, if anything, to do with what the job actually entails. I have to get inside the head a bit of the person who actually does the job giving – what problem are they trying to solve? What skills and abilities does a candidate need to possess to adequately solve that problem?

Find people. We call that sourcing. Some recruiters still do the old post and pray, some tweet, some inmail, some search resume databases, some even actually pick up the phone.

Probe and influence. Ok, I’ve got the people. Now I have to read their minds. What would make them consider an opportunity with my company? Where’s their salary threshold? Do they have what it takes to be successful in this circus? At the same time, I have to influence my hiring managers to give my (qualified) people an interview.

Close, close, close. Move the hiring manager towards an offer. Close them high. Move the candidate towards offer acceptance and resignation of their current job. Close them low. Meet in the middle and make everyone happy. Then make sure the candidate not only shows up on day 1 but that his new boss has arranged for a desk for him to sit at.

At the end of the day, I don’t “get” anyone a job. I set the stage for job getting. I bring the players together, ideally for the end result of an accepted job offer. Candidate, you still have to interview for it and Hiring Manager, you still have to make it worthwhile. But if you’re expecting your recruiter to wrap up a job like a birthday gift and hand it to you, forget about it.

Comment by Amy Ala Miller on October 11, 2011 at 3:34pm: @Paul, really?? Wow- thanks for letting me know! :)

Comment by Bill Schultz on October 11, 2011 at 4:22pm: Congrats Amy!- (maybe the prize is a case of yellow tail. )

Comment by Traci Commons on October 12, 2011 at 10:45am: Great post. I especially love the linked-in emails coming from people you don't know asking to get them a job!

Comment by A Heller on October 12, 2011 at 11:34am: I don't get people jobs, I fill (specific) positions. Big difference.

Comment by Steven G. Davis on October 12, 2011 at 1:21pm: If I (we) had a nickel for everytime we hear that, and every time we had to explain ourselves.... I was tweeting on the #jobhuntchat Monday and two assumptions were made, 1) that recruiters are "dam lazy" and 2) that it is our job to make it easy for the job applicant. Really? You hit the nail on the head. Great post!! Enjoyed your insight on the @animal show!!!

Comment by A Heller on October 12, 2011 at 4:05pm: I often tell candidates that I work to fill positions, not jobs--and that we're advocates for the industry as a whole. Recruiters ensure that if a position is underpaid, that person goes elsewhere. When the client wants to pay $20K less than the national average, the recruiter gets to be the bad guy who explains it. If a company treats people badly, a recruiter will help that person move on. So we're not a hiring agency, but we do advocate for employees.

Comment by A Heller on October 12, 2011 at 5:47pm: Can be, but not always. Can be that they're:

foreign-born

lacking some degree that employer requires for x pay grade

working there 20 years and have never asked for a raise

female

tied to a city center where there are few similar positions

Comment by Brian K. Johnston on October 13, 2011 at 12:43pm: Good post... Influence is huge, but I agree you can't control your hiring managers/authorities... Best to ALL, Brian

Comment by Mark Fort on October 13, 2011 at 3:14pm

Next time someone asks you to get them a job, send them my way. I started as a recruiter and found more reward in working with troubled and confused job search candidates as a Career Transition Counselor. I typically work with hiring managers who are reorganizing their team but often work with individuals who are already out of work. I provide counseling in the following areas :

Asset Analysis,
Career & Goals Assessment
Industry and Job Market Analysis
Resume Writing, Editing, and Training
One-On-One Counseling
Personal Marketing Strategies
Job Search Work Flow and Process Training
Career and Personal Networking Mentoring
Communications and Self-Presentation Coaching ( Interview preparation )
Follow-up & Support Throughout

And here is a little secret for you; Partnering with me and referring my services is a great solution to turn around a client who is not otherwise hiring nor in need of your services .

Consider that two of the greatest pains for any hiring managers are ;

1) Letting go of under performers so that they can replace them with more appropriately skilled talent 2) Facing Sr. Mgmt after failing to meet goals.

No one wants to wants to be a member of a loosing team but letting go of underperforming team members is never easy. However, the underperformers are being hurt the most when such circumstances are allowed to continue. Providing Career Transition Counseling a part of the severance package of departing personnel is the only moral thing to do that leaves everyone feeling good about future outcomes. Change is scary but positive change betters everyone's circumstances.

What hiring manager can argue with these truths. Call me if I can be of service.

The ROI on my services are typically returned 3X by way of higher salaries for the job seeker based on my resume writing and strategic job search training alone.

Mark Fort

Career & Transition Counselor

CareerGuru.Fort@gmail.com

(831) 722-0024