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If
you're looking for a job and sitting by the phone
waiting for a recruiter to call, you're probably going
to wait awhile. Recruiters exist in all types of industries.
A Company seeking the best candidates to fill a position
will hire a recruiter to do the legwork.
There
are different types of recruiting firms: temporary
contract placement and executive placement. They are
paid one of three ways: for a quick assignment, contingent
on finding a candidate or retained to find a candidate,
said Kathy Sweeney, a certified professional resume
writer and owner of East Valley-based Senior Executive
Resumes.
"Building
relationships over time with recruiters is the key
to being successful with them. If the candidate is
not in constant contact with the recruiter - at least
once a month - then the recruiter will forget about
him," she said. "In addition, a job search candidate
needs to understand that recruiters are hired to look
for candidates with specific qualifications."
Pamela
Roe Ehlers agrees.
"The
recruiter is looking for the 100 percent perfect fit,
usually from a competitor company; even though you
as a professional or executive have excellent 'transferable
skills' don't expect the recruiter to try and sell
the company on you. A good rule of thumb is to rely
on only 10 to 15 percent on recruiters, about 4 percent
on the Internet, and more than 70 percent on a strong
self-marketing plan based on networking to find the
job you want."
Scott Carr is owner and president of Accounting Choices
LLC, and recruits for Valley companies seeking financial
and accounting professionals. Someone wanting his
attention should have a resume with job consistency,
first and foremost, he said.
"If
someone's got a nice career direction and they've
shown progress in responsibilities at their careers
and they have job stability, that's someone I can
help," he said.
Carr said he finds potential employees in a variety
of ways: Those who answer advertisements, belong to
associations or are involved in the community.
Like
Carr, John Spencer recruits for financial and accounting
employees through his Scottsdale firm, Fountainhead
Staffing. He agrees that a solid career path is a
major factor in helping a job candidate.
"We
encourage candidates to sit down and work with us
to get a better understanding of where they've been,
what they've done and where their skills are. Then
we try to put together a three-to-five-year plan of
where they want to be," Spencer said.
Spencer
said he asks, "How would you define success?" and
"Complete this idea, 'I would consider myself successful
in five years if I was doing...'"
That
information gives Spencer a better idea of where the
candidate will be a good fit.
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