Interview with a Recruiter

Recently, I had the pleasure of having a conversation with a smart, straight-talking recruiter, Peggy McKee.
Peggy McKee is the owner of PHC Consulting. Her firm specializes in matching medical and laboratory sales reps/candidates with companies, and does so with great success. Despite the economic downturn, Peggy’s company has flourished and she’s had to hire additional staff to meet the placement demands. With her strong understanding of the medical sales industry, interviewing and hiring, she’s helped develop teams of top sales talent for laboratory service companies.
Having my clients in mind, I asked Peggy several questions about her recruiting process, what is important to her regarding hiring the right candidates, her thoughts on résumés, and more. I’ve wanted to “officially” interview a recruiter for a while because of the number of questions I get from my clients about what recruiters look for.
Our conversation went something like this:
EK: “Peggy, where do you find your candidates? Do they come looking for you? Do you recruit them? How does it work?”
PM:     “40-50% of candidates come straight to my website (www.phcconsulting.com). The other half is split between referrals, direct soliciting and social networking. “
EK: “Are candidates are expected to pay you?”
PM: “Absolutely not. Candidates should never pay a recruiter. Companies pay the recruiter for the placement. That’s how it works.”
EK: “It seems like I remember way back when some candidates had to pay the recruiter a percentage or a fee for the placement. I’m glad to know it’s not like that anymore… at least not with all recruiters.”
EK: “So you use some of the professional and social network sites to find talent?”
PM: “Definitely. I use LinkedIn and Twitter to find candidates by typing in keywords, names, titles, searches, groups, etc.”
EK: “And you’ve had good luck going that route? I’ve heard LinkedIn is really a great platform to find top talent. I tell my clients about it all the time.”
PM: “Yes, I use it all the time and love it.”
EK: “OK, let’s talk résumés. Do you have any pet peeves? What are your likes and dislikes? What do you like to see or not see?”
PM: “Well, I want to see 3 things:  how can you make me money?… how can you save me money?.. and how can you save me time? This is what the client wants to know, so this is what I look for.  I don’t like to read long paragraphs. I prefer bullets. I like to see experiences and accomplishments. Love to see numbers, rankings, percentages, etc.”
EK: “Just bullets? Ugh. Boring. I tend to stay away from just bullets. It looks like a grocery list. Numbers are great. Especially in sales résumés… definitely a must.”
PM: “No, I like the bullets. Paragraphs are too long. And yes, numbers are great and show me what they are capable of doing. “
EK: “OK. What about cover letters?”
PM: “I don’t like them, but I have to add that if you are going to write one BE BOLD! Don’t worry about “expectations”. Write something interesting!
EK: “I agree. Nothing worse than a canned cover letter. Make it as authentically YOU as possible.”
EK: “Any last thoughts about the résumé or cover letter?”
PM: “Have your references ready. Bring them to the interview. Have a clear and focused objective on your résumé so we don’t have to guess.  Be ready to answer “tough” questions at the interview. Don’t shy away from them. Be honest.”
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Peggy was so fun and enlightening to talk to that I look forward to continuing this conversation and bringing you more insight.
In the meantime, if you want to get in touch with Peggy McKee and help her celebrate her 10th year in business, you can go to her website or visit at www.phcconsulting.com.