HR Managers like to develop relationships with potential executive candidates long before the candidate is even considering another job. But, you still have to find the right HR Manager who will help you on your job hunt. Human Resource professionals know all the tricks of the trade when it comes to recruiting executive level talent. That’s why you need to know their tricks so that you can put yourself out there and find the career for you. Experiences vary Incredibly Executive level recruiters know which streams of information to tap into. Companies are looking for executives with a strong cost/value relationship, so they want great return on their investment. You’re their investment and they want to see results, so focus your attention on ways that you’ve improved your previous employer’s sales or goals. Recruitment Strategies Word of mouth is often a great recruitment strategy for executives. If one executive knows that a recruiter will find them a position with more money and better benefits, then they should hop on it. HR Managers are looking for executive talent that can recruit themselves based on their own experience within their field. If they want to choose another field, then the HR Manager will need to focus on showcasing how their talents would translate. They Collect Data on the Executive Recruit Collecting data about an executive level recruit is one way that HR Managers look for talent. They want to find the candidate that has the best experience working with close competitors on the same type of position or something similar. HR Managers often find that this is the easiest and most hassle-free way of looking for talent. It’s not easy trying to find the most competitive positions within large companies, but thats what recruiters do, they find the cracks, get the right data and position their client as the best candidate. Recruiters get Specific With the amount of people looking for employment, HR Managers have had to get very specific with who they recruit. They advise those who do not meet the requirements for a position, to not apply for that position. HR personnel have to organize and interview those who meet their specific requirements, which is usually done through a phone screen and then a face-to-face. Make sure that you are comfortable during the face-to-face with your recruiter, but your recruiter should also make you comfortable. Often they will offer you something to drink, so take that into consideration, does this person have your best interest at heart? Recruiters will often select people with good listening skills and they pay close attention whether a candidate is listening to them or not. They will not base their choices on looks because clients are not focused on that. Companies are looking for people who are going to make an impact based on their past experiences, not their appearance. That’s not to say that you should not be dressed in business attire.
It might sound like a lot but if you’re going to work with a recruiter on your executive level placement, then you need to follow their instructions and choose the right one. Take it easy, you’ll do fine.
Every year experts in their respective fields talk to employers, look at statistics and then take their best guess about what will happen in the job market. Of course 2011 is no different. People want to know if there will be more college graduates hired, will salaries go up or go down and is there a chance employees will see an increase in their performance reviews?
According to available information the job market has begun to look up and there are hopeful signs everywhere. Unemployment rates have held steady at around 10 percent, so it’s good to see some kind of recovery start to take shape. Recent College Graduate Outlook
The good news is that recent college graduates may have better luck finding jobs. The National Association of Colleges and Employers released their Job Outlook 2011 Fall Preview survey and employers expect to hire at least 13.5 percent more new college graduates from the 2011 graduating class compared to 2010 college graduates. Of the participating employers, nearly half of them expected to increase hiring, where about 40 percent expected to maintain the same level of new college hires.
However, some college degrees still pay more than others. Particularly those college students with engineering degrees still have the highest level of being hired out of college. In fact, all engineering degrees are expected to see growth. Salary Projections and Increased Salaries
For those that are not recent college grads, but still want to know their job prospects and salary projections for 2011, there is a small flicker of sunlight on the horizon. Projected salary increases for 2010 were thought to be around 2 to 3 percent and the outlook for 2011 is a little bit better. The projections for 2011 are that employers will be able to raise their budgets enough to work with a 3 percent increase in salary according to Plan Sponsor.
That does not mean that each and every employee and job seeker will receive a 3 percent salary increase just because their employer’s budget increased, so don’t go in expecting the increase to hit suddenly. Annual salary increases usually work by creating a pool of cash, which is set aside for each independent department, so that it is the equivalent of 3 percent of that department’s salaries. The pool of money is then divided between employees based on seniority and role within the company.
So as experts begin to predict growth for the 2011 job market there creates good news for soon to graduate college students and those who are still looking for work. Things are looking up but it still might take some time to fully recover. Rome wasn’t built in a day and your financial security and job prospects won’t be either. Keep your ear to the grindstone and start pounding out connections because you never know when that dream job will be right around the corner.
Networking Through Business Lunches or Trade Shows
Although the Internet has been a boon to networking over the past decade or so, there is something to be said for a face-to-face networking over business lunches or trade shows. Adding a personal touch that might be missing from cold emails and Twitter, a lunch with a colleague can be an invaluable tool for you to use for everything from job leads to getting advice about a venture or idea. Trade shows offer the chance to speak with peers in your field. They know that you are interested in finding a place of employment.
People are more apt to share more personal details, and are definitely better able to read you as a person when sitting across from you at a business lunch, or spending a little time with you at a trade show. The chance to understand a person’s inflections, and gauge their sense of humor (or lack thereof), their personal foibles and idiosyncrasies or how much you might even want to engage with them outside the business milieu can only be had in a face-to-face encounter.
There are certain protocols involved when you are considering networking through business lunches or trade shows. Some are common courtesy: such as not interrupting a vendor while he’s currently dealing with a peer or customer. Wait for your opportunity to introduce yourself with a firm handshake and a business card, and get to know the person a little bit before you dive right into a lunch invitation. You might find that after a little personal interaction that you are no longer interested in getting to know someone better, or it might cement in your mind that this is someone to get on your side. Be interested in their products or sales pitch (it’s a hard, sometimes thankless job working a trade show), and ask pertinent questions.
Know that once you’ve proffered a lunch invitation to a potential networking connection, he or she may not want to talk business. Trade shows often carry with them grueling schedules, and lunch may be one of your new contact’s only break in the day. You might consider making initial contact through the trade show venue, then following up with a lunch invitation. Be sure to let your contact know the agenda of lunch; don’t lull them into thinking a personal relationship or friendship is on the table when you’re really looking for a networking or job opportunity. Be sure to propose a firm date and time, with the offer of alternatives available. When you are networking through business lunches or trade shows do not invite anyone other than the main person (i.e., don’t show up with coworkers, or your girlfriend). Be prompt, be appropriately dressed, be courteous, and thank your invitee for their time. Once you have had lunch, remember, it is up to you to pick up the check, even if they insist. You certainly wouldn’t be impressed if you were invited to lunch and were expected to either pay or go halves; neither will they.
I read a lot of blogs. A lot. I want to read even more, but it gets overwhelming when I see my Google Reader overflowing with unread blog posts. So, I got to thinking that if I did it for “research” it would actually be job related. Yes, I am justifying my blog reading addiction. But who cares.
I’m not a professional reviewer obviously, so I am just going to give my thoughts on the blog and how it helped me, how it might help you, or just why I liked it. Some will be career related and some not, because let’s face it, not every thing I read is career related. Gasp! You never know… my next review might be YOUR BLOG!
So, without further ado, I give you….
There are so many reasons why I love this blog. But first, a little background on the company and Gwen herself.
Having met and gotten to know Gwen through a mutual connection and eventually a collaboration, I have watched HealthcareITCentral.com grow and expand its reach in just the short period of time that I’ve followed it.
Gwen is a matchmaker. Professional matchmaker that is. Her company successfully pairs the perfect candidate to the perfect company. HealthcareITCentral.com finds and offers job openings, places for candidates to upload their resumes, search engine to perform company research, networking, articles, and more. It is chock full of resources to help any Healthcare IT job seeker find what they need. What’s more, the other side of the website is for employers LOOKING for candidates. They are able to peruse the database to see who matches which position. Everything a Healthcare IT professional needs in one interesting site.
Gwen’s blog is housed under the Healthcare Informatics site, the #1 trade industry publication for the Healthcare Informatics industry. Her blog goes from delightfully funny, “When it comes to your Resume, are you a Flasher, a Streaker, or an All-Out Nudist?” or “I’m talking to you Mr. Pimp Daddy CIO” to thoughtful “What Job Seekers can learn from Farrah” . Her clever blend of useful information and feisty humor makes her blog an entertaining read and one of the top on the site. Job seekers outside of the Healthcare IT industry can benefit from her posts as well, as they do not all relate to the healthcare industry. Many of her posts are stories or things that she has encountered and we can all relate to (think “When limp becomes memorable”), and that shared connection is what keeps me coming back for more.
I look forward to every one of Gwen’s posts. Always insightful, never boring. If you want to read, laugh and learn, check out Gwen Darling’s blog. You won’t be disappointed.
I read a lot of blogs. A lot. I want to read even more, but it gets overwhelming when I see my Google Reader overflowing with unread blog posts. So, I got to thinking that if I did it for “research” it would actually be job related. Yes, I am justifying my blog reading addiction. But who cares.
I’m not a professional reviewer obviously, so I am just going to give my thoughts on the blog and how it helped me, or how it might help you. Some will be career related and some not, because let’s face it, not every thing I read is career related. Gasp! You never know… my next review might be YOUR BLOG!
So, without further ado, I give you…. PHC Consulting, the “Sales Recruiter” by Peggy McKee https://www.phcconsulting.com/WordPress/ Peggy is a medical sales recruiter. You might remember hearing about her when I interviewed her a couple of months ago for a post I wrote. Peggy writes her blog as if she is talking to you directly. She has a “no bull” attitude and will tell you like it is. If she doesn’t like your resume, you will be the first to know. If she thinks you are not dressing up to snuff, better heed her advice, go home and change. If you don’t have what it takes for the job, she’ll let you know.
Her blog is packed with interesting things. Lots to “see and do” there. Aside from posting regularly about all things a recruiter wants to see and know about you, the candidate, she periodically adds interesting short YouTube videos. I love one she did with a stack of resumes and her take on them.
Though Peggy is incredibly busy with her recruiting career, I love how she takes the time to sit down and write about different things that can help you in your job search. You can tell she truly cares about what happens to job seekers.
I will continue to read Peggy’s blog for my own continuing education. I’ve learned some things from her myself (she hates paragraphs-no matter how small-on resumes, she only likes bullets) that even if I disagree with her (I do-on that point) it won’t stop me from looking forward to her newest blog post.
Keep ’em coming, Peggy! https://www.phcconsulting.com/WordPress/
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.
Peggy is a medical sales recruiter. You might remember hearing about her when