Essential Tips For Working With A Recruiter in 2024
Are you seeing Calls? Emails? Texts? Job Postings? From Recruiting Companies, YOU have NEVER heard of?
Well, I can tell you that after over 30 years in recruitment there are a lot of people out there calling themselves “Recruiters” that have no clue about WHAT they are doing! And more disturbingly, no ethics about HOW they are doing it!
This article is designed to help you with working with recruiters.
There are a lot of recruiting firms out there telling you they are the Best, the Foremost and My personal favorite… “THE EXPERTS”.
How do you know who to work with?
How do you know who to trust with YOUR Career!
I hope that the tips that I give you in this article will help you to choose whether you want to work with a recruiter and how to choose one or more that are right for you.
Why work with a Recruiter?
Using a recruiter can be a great advantage to a job seeker. Recruiters are your advocates at the client companies – hospitals, labs, biotech companies etc.
They often have a direct relationship with the hiring authority and can get your resume and information in front of the decision maker quicker than if you were to just send your resume or apply at a company website.
Recruiters are usually aware of most of the positions advertised and a lot of positions that are unadvertised. It can be a real timesaver for you to have someone else get the ball rolling for you in the initial application process.
How to choose a Recruiter
Is your recruiter experienced? Many people who call themselves professional recruiters are no more than glorified telemarketers who are just trying to play a matching game with resumes and job openings. Several years ago these types of recruiters were found primarily in other industries like information technology. With the growing need for lab professionals they have moved over into healthcare recruiting. That is why it is imperative that if you use a recruiter you know who you are dealing with. Remember the recruiter you choose will probably be helping you select the next job you take.
Questions to ask when you are selecting a Recruiter
Don’t be fooled by fancy websites and grandiose claims. The actual recruiter at the firm who you are talking to is the one who matters.
Find out how long they have been a recruiter.
How long have they been recruiting in YOUR area of expertise.
Ask for a reference on them from someone they have placed.
Have they taken the time to establish rapport and credibility with you?
Do you feel comfortable with this person?
Do you feel they have your best interests at heart?
Does it seem like they know what they are doing?
What should your Recruiter be doing for you?
What they should be doing
- The recruiter should be your advocate. They should be promoting you and your assets to the employer.
- The recruiter should provide you with interview coaching,
- The recruiter should help you with salary negotiation.
- The recruiter should be responsive to you.
How do you know they are doing it?
- Did they take the time in your interview to find out about you, what you want to do why you want to do it, what makes you special?
- Did they provide you with inside information about the client and let you know what to expect and how to handle questions during the interview?
- Did your recruiter give you an idea of what the pay rate is for the position and pledge to get you the best salary possible?
- Do they return your calls and e-mails, keep you posted on what is going on at the client, and provide you with feedback as to why you didn’t get the job?
Dos and Don’ts
Do work with a recruiter who you have been referred to by a friend
Do work with a recruiter who is experienced recruiting in your area of expertise.
Don’t work with a recruiter who tells you to work exclusively with them – you are not the only jobseeker they are working with so it is unfair for them to limit your exposure to jobs.
Don’t Let a recruiter push you into a job you don’t really want in a place you don’t want to be. This is about your career not their commission!
The Most Important “DO” of All!!
Do consider working with multiple recruiters, not everyone has the same jobs. It just requires a little more diligence on your part!
- Be sure to keep track of who is sending your resume, where and where you have sent it yourself.
- It is important that you keep track of the jobs yourself so that your resume is sent only once to a client.
- You have a LESSER, not BETTER chance of getting hired if an employer receives your resume more than once.
- Also bear in mind there are unscrupulous recruiters who if you tell them where you have applied, or another recruiter has sent your resume they will view this as a job lead and will be happy to contact that employer with other candidates of their own…competition for you!
- Insist that the recruiter tells you what employer and what job they are sending you to before they send it. You have shared your personal and professional information with you and owe it to you to tell you who they are sharing it with.
- Also bear in mind some unscrupulous recruiters just collect resumes and send them to employers and only contact you if the client expresses an interest. How would you like your resume to be accidentally sent to a sister lab or hospital or to your own boss! I have heard many horror stories like this. (Not to mention the recruiter who did ALL of the work won’t get paid, the unscrupulous one will because they just sent your resume over sooner without your permission.)
Characteristics of Great Recruiters!
Responsive – When you contact them they respond back within 24 hours
Enthusiastic – A great recruiter is excited about you and your job search.
Caring – They are there to help you regardless of whether the job is with them
Responsible –To a Great Recruiter your career is as important to them as it is to you.
Upbeat – A Great recruiter is upbeat and honest about your prospects.
Informed- They know what is going on in the field you work in.
Tenacious- A Great Recruiter is committed to helping you land in the right place.
Experience – They understand what you do and are great at what they do.
Respectful – A Great Recruiter respects your needs and isn’t just in it for the money.
I hope this article will help you in your decision to work with a recruiter and ultimately find the right job for you.
Pam Barker
President
RELIA Solutions
If you would like to subscribe to my histology careers bulletin send me an email to relia1@earthlink.net
If you follow professional golf, you know what I am referring to when I say LIV vs. PGA
If you don’t follow professional golf here’s a quick summary:
LIV golf is a new professional league that was formed and in the process they recruited top notch players from the PGA. Those that chose to go with LIV golf got huge bonuses and were barred from playing in the PGA where they had played for their whole careers. Flash forward 2 years and LIV and the PGA are merging – happy families right? WRONG! What about the players who showed loyalty and stayed with the PGA? Are they rewarded for loyalty?
So far not yet…
Do you see where I am going with this?
YOUR BEST EMPLOYEES – How do you keep them from leaving?
Big money being thrown around by travel companies?
New people coming in at higher rates than they started at or are making?
I know it has been a huge challenge to keep labs staffed but we need to make the employees who have stuck with us feel valued.
They need to be valued MORE than the new employee.
EVERY candidate that I talk to the first question I ask them is:
Why do you want to leave? Then WE talk about what would make it possible for them to stay. That’s right! I don’t recruit every histotech that I talk to.
I advise them on their career. I help them find reasons to stay if there are any.
Here is why they leave:
- DRAMA
- Being changed to a different shift to accommodate a traveler or new tech.
- Lack of support from leadership
- No opportunity to learn or do things besides cutting and embedding
- MONEY
Here is why they stay!
- A GREAT TEAM to work with
- A GREAT Manager to work for who is accessible and fair
- Opportunities to learn and grow
- More money and or PTO
Their lab environment/experience is up to you as managers.
Money/PTO
Here are some ideas for incentives.
- Bonuses: You can pay ad hoc bonuses, which are unexpected bonuses for completing a project, referring a new employee, or working effectively.
- Profit shares: A profit share is partial ownership of the company, and the number of shares employees receive typically depends on how profitable the company is.
- Time off or flex time: You can offer employees extra time off or flexible working hours after a busy period or as a recognition of their performance.
- Experiences or gifts: You can give employees company-sponsored experiences or personalized gifts that match their interests or hobbies.
- Recognition and praise: You can acknowledge and appreciate employees’ achievements publicly or privately, through handwritten cards, personalized book selections, or small donations to a nonprofit of their choice.
Please let me know if there is anything I can do to help you.
Have a fantastic day!
Pam Barker
President
RELIA Solutions
#ilovemyhistopeeps
#jobs4myhistopeeps
#histologyiscool
#histologyjobs
#histologycareers
#histology
Would You Want You For A Coworker?
In today’s very competitive employment market we tend to get so focused on what WE are looking for in a new position or what WE need in a new job.
In the current job market employers can’t afford to make a mistake any more than you can. So when you are in that next interview trying to make your best impression remember that while they are evaluating your skills and experience they are also asking themselves would I want this person as a coworker?
How do you convey that you would be someone that they would like to have as a coworker?
Let’s start by making a list of attributes people like to see in their coworkers:
1 Responsibility
2. Dependability
3. Initiative
The list could go on forever but I find that most of the other attributes that people talk about fall under one of the above 3.
So how DO you relay this in an interview?
- Be prepared to be asked about your current or previous employment situations. Take some time BEFORE the interview to prepare answers that give specific examples of how you displayed responsibility and dependability and how you took initiative. Never say anything negative about a past employer that conveys that you are a complainer. Would you want to work with a complainer?
- This might seem obvious but bear with me. Show your qualities of responsibility, dependability and initiative DURING the interview. Show up a few minutes early with a clean copy of your resume a pen and the information not on your resume that you might need to fill out an application. Be polite to the receptionist and thank everyone that you speak with during your time at the interview site. And don’t chat up other people in the waiting areas or the office personnel.
- Last but definitely not least here is what you can do AFTER the interview. Send a Thank you note to each of your interviewers and contact your references. Let them know to expect a call about you and ask them to mention to the reference taker what a great co-worker or employee you are.
Remember it isn’t just about what you can do it is also about how you do it.
Would you want to work with you?
Would they want you for a co-worker?
In today’s very competitive employment market we tend to get so focused on what WE are looking for in a new position or what WE need in a new job.
In the current job market employers can’t afford to make a mistake any more than you can. So when you are in that next interview trying to make your best impression remember that while they are evaluating your skills and experience they are also asking themselves would I want this person as a coworker?
How do you convey that you would be someone that they would like to have as a coworker?
Let’s start by making a list of attributes people like to see in their coworkers:
1 Responsibility
2. Dependability
3. Initiative
The list could go on forever but I find that most of the other attributes that people talk about fall…
View original post 236 more words
A Facebook friend of mine asked me to make my next blog entry about Salary Negotiation. So here you go Laurie P.
Salary negotiation is a sensitive topic for both the employer and the job seeker. For example say the pay range for a given position is 20-30 per hour most job seekers are hearing the job pays 30 per hour and the employer is thinking we are paying 20 per hour. So the dance begins.
How do you as a job seeker handle the question: So what are your salary expectations? Or what is the pay rate you are looking for if we were to hire you? It is not as tricky as you would think. Here is some simple straightforward advice to help you get a great offer.
Analyze Your Current Situation:
- Are you being paid a fair wage?
- Are you being under paid?
- Are you getting a really good salary aka better than people doing a similar job with similar credentials and experience living in your area?
Do Your Research:
Use a salary analyzer to determine how your compensation lines up with others in your profession, in the area your new job would be located in. You can google salary comparison or cost of living calculator A good one can be found at http://www.salary.com.
Now you know where you stand compared to your peers. Generally speaking unless you are getting paid a better than average wage you can expect about a 5-10% raise in your base salary relative to the cost of living in the area.
**If salary is only one of the factors driving your job change then once you have this knowledge you have an approximate number.
i.e. from the original example:
Say you are making 20 per hour in your current position and that is average for the area. It would be fair to expect a 5-10% raise. AKA 21-24 per hour. Most larger organizations have a compensation analyst on staff that uses a formula to calculate your offer. They take into account the same factors I have given you. So what you want to say when asked about compensation is “I am really interested in the opportunity I have done some research and based on my current compensation I am looking at a range of 21-24 per hour. Of course money is certainly not the most important thing so I am interested in hearing your offer.
Say you are making 20 per hour in an area that has a lower that average cost of living and you are moving to an area where the cost of living is 50% higher the salary range should be close to 50% higher or 30-45 per hour. It would be fair to expect a cost of living adjustment to 30 per hour plus the salary increase of 5%-10% would put your pay range at 31.50-33 per hour.
“I am really interested in the opportunity I have done some research and based on my current compensation I am looking at a range of 31.50-33 per hour. Of course money is certainly not the most important thing so I am interested in hearing your offer.
**I emphatically discourage making a job change solely for money. In 25 plus years as a recruiter I can tell you that most people who are changing jobs solely for money often find out that the money wasn’t the only thing driving the decision to make a job change and by making the job change solely for money they have found themselves out of the frying pan and in the fire; Making more money but still unsatisfied with their job situation.
There are a myriad of other reasons to make a job change and I will address them in future blog posts. For the purposes of this article here is a partial list:
- Schedule –hours/shift
- Benefits
- Opportunity for Advancement
- Quality of living in the area
- Actual duties of the new position
If you are the exception and have determined that you are only making a job change for the money do your cost of living calculation and determine the dollar amount that would make it worth your while and tell them:
“I am really interested in the opportunity I have done some research and based on my current compensation I need a pay rate of 65K and I am interested in hearing your best offer.
The Moral of the story is that there are no smoke and mirrors to salary negotiation. Research and open communication are the keys to getting a great offer the next time you are interviewing for a job.
Tips For Working With A Recruiter
This article is designed to help you with working with recruiters. There are a lot of recruiting firms out there telling you they are the best, the foremost and my personal favorite… the experts. How do you know who to work with? I hope that the tips that I give you in this article will help you to choose whether you want to work with a recruiter and how to choose one or more that are right for you.
Why work with a Recruiter?
Using a recruiter can be a great advantage to a job seeker. Recruiters are your advocates at the client companies – hospitals, labs, biotech companies etc.
They often have a direct relationship with the hiring authority and can get your resume and information in front of the decision maker quicker than if you were to just send your resume or apply at a company website.
Recruiters are usually aware of most of the positions advertised and a lot of positions that are unadvertised. It can be a real timesaver for you to have someone else get the ball rolling for you in the initial application process.
How to choose a Recruiter
Is your recruiter experienced? Many people who call themselves professional recruiters are no more than glorified telemarketers who are just trying to play a matching game with resumes and job openings. Several years ago these types of recruiters were found primarily in other industries like information technology. With the growing need for lab professionals they have moved over into healthcare recruiting. That is why it is imperative that if you use a recruiter you know who you are dealing with. Remember the recruiter you choose will probably be helping you select the next job you take.
Questions to ask when you are selecting a Recruiter
Don’t be fooled by fancy websites and grandiose claims. The actual recruiter at the firm who you are talking to is the one who matters.
Find out how long they have been a recruiter.
How long have they been recruiting in your area of expertise.
Ask for a reference on them from someone they have placed.
Have they taken the time to establish rapport and credibility with you?
Do you feel comfortable with this person?
Do you feel they have your best interests at heart?
Does it seem like they know what they are doing?
What should your Recruiter be doing for you?
What they should be doing
The recruiter should be your advocate. They should be promoting you and your assets to the employer.
The recruiter should provide you with interview coaching,
The recruiter should help you with salary negotiation.
The recruiter should be responsive to you.
How do you know they are doing it?
Did they take the time in your interview to find out about you, what you want to do why you want to do it, what makes you special?
Did they provide you with inside information about the client and let you know what to expect and how to handle questions during the interview?
Did your recruiter give you an idea of what the pay rate is for the position and pledge to get you the best salary possible?
Do they return your calls and e-mails, keep you posted on what is going on at the client, and provide you with feedback as to why you didn’t get the job?
Dos and Don’ts
Do work with a recruiter who you have been referred to by a friend
Do work with a recruiter who is experienced recruiting in your area of expertise.
Don’t work with a recruiter who tells you to work exclusively with them – you are not the only jobseeker they are working with so it is unfair for them to limit your exposure to jobs.
Do work with multiple recruiters not everyone has the same jobs. But be sure to keep track of who is sending your resume where and where you have sent it yourself. It is important that you keep track of the jobs your self so that your resume is sent only once to a client. You have a LESSER not BETTER chance of getting hired if an employer receives your resume more than once. Also bear in mind there are unscrupulous recruiters who if you tell them where you have applied or another recruiter has sent your resume they will view this as a job lead and will be happy to contact that employer with other candidates of their own…competition for you!
Do insistthat the recruiter tells you what employer and what job they are sending you to before they send it. You have shared your personal and professional information with you and owe it to you to tell you who they are sharing it with. Also bear in mind some unscrupulous recruiters just collect resumes and send them to employers and only contact you if the client expresses an interest. How would you like your resume to be accidentally sent to a sister lab or hospital or to your own boss! I have heard many horror stories like this.
Don’t Let a recruiter push you into a job you don’t really want in a place you don’t want to be. This about your career not their commission check!
Characteristics of Great Recruiters!
Responsive – When you contact them they respond back within 24 hours
Enthusiastic – A great recruiter is excited about you and your job search.
Caring – They are there to help you regardless of whether the job is with them
Responsible –To a Great Recruiter your career is as important to them as it is to you.
Upbeat – A Great recruiter is upbeat and honest about your prospects.
Informed- They know what is going on in the field you work in.
Tenacious- A Great Recruiter is committed to helping you land in the right place.
Experience – They understand what you do and are great at what they do.
Respectful – A Great Recruiter respects your needs and isn’t just in it for the money.
I hope this article will help you in your decision to work with a recruiter and ultimatelyhelp you to find the right job for you.
***Tune in Next week for info on Salary Negotiation.
The One Page Resume Myth.
How many times have you heard “Keep your resume to one page” ??
Well if you believed it then you definitely have heard it too many times and you have heard it wrong!!
The purpose of the resume is to get you the interview. Ok I admit a resume that is too long probably won’t help your cause, conversely a resume that is too short is not going to do much for you either.
The one page resume myth started back in the 70’s probably by some bored HR Manager who got tired of reading resumes. I have seen some long ones in my day. I once received a resume from an engineer back in the early 80’s that was 40 pages long and bound like a hardcover book!!
Yes that is tooo long!!
I have also seen some accomplished professionals with great credentials try to squeeze all of their background onto one page resulting in a garbled mess or a lot of the good stuff just left out!
Logic dictates that someone with 10 years of experience is going to have a longer resume than someone with 2 years of experience that is why it is a ridiculous tenet to ascribe to!
I plan to write subsequent more detailed posts sharing resume tips but for starters here are some key points to get you started on a new resume or a retooling of your existing resume.
- Yes Yes Yes !!! Do start with an objective. I know nobody reads it but it is supposed to be there just like your name and contact info. If it’s not there it looks like something is missing. Make it a short and “sweet” statement about what you are looking for and what you can do.
i.e. “A Senior Human Resources professional seeking a position as a Human Resources Manager where I can utilize my skills and experience to make a positive contribution to a company and it’s employees.”
See what I did there? I defined who I am mentioned the title of the position I am applying for (which should earn a tag as a keyword) will talk more about that later too. And I rounded it off with what the employer would want from someone in this position.
- Keywords Keywords Keywords!!!!! In this modern technological age many companies use software programs to sort resumes. The resumes for each position are sorted by yes you guessed it keywords!! The next step in your resume is your summary of qualifications.
In bulleted format. List all of the keywords in the job description in your summary of qualifications that apply to you.
Resume Size?
Well I think that 1-3 pages is fine and so have all of my clients.
REMEMBER…
The purpose of your resume is to get you the INTERVIEW!!!
Histopeep Huddle 