HireCentrix - ViewPoint
Recruiting is one of the Oldest and Largest industries and since deregulation it is has become a trade that is easily penetrated, and unfortunately not always by the best, or the cream of the crop. Unfortunately only 3 Percent or Less of the Recruiting Trade are members of any association and Many are unaware of the Code of Ethics/Standards of this industry.
Even less are aware of the Many Government Regulations and laws that surround what we do everyday. Many come in with limited or even without any education, knowledge or experience
Okay, so what does that mean? – It means that there is going to be a lack of professionalism, structure and respect to candidates - and unfortunately this does ultimately give this industry a bad name – even though there are VERY Excellent recruiters out there.
It is important that You as a candidate do research to find out who those Good Recruiters are – It is Very important not only for you as an individual, but also for your career to make sure that you are dealing with a professional Recruiter at all times.
Partnering with a Recruiter who will respect your time, efforts and the biggest decision you are making with your life.. YOUR Job, which is also your identity as a person.
And most importantly to protect your Privacy and Identity in your job search.
Here is a guide line for you -
1 - Do research, make sure that youspeak to your peers and ask them who they are working with and why. You would Research your doctor, your lawyer – why not the individual who is handling and will be responsible for YOUR next career move. The very thing that provides stability and income to you and your family
2 – Make sure that the recruiter does know and understand your industry. A recruiter who specializes (no they don’t necessarily have to be a retained search recruiter to be a pro) – will be one who has a reputation within the industry and they will want to make sure that it stays positive. They have a lot to lose with a bad reputation, especially in a Niche industry
3- Don’t flash resumes all over the net – You would not put your SS# on the Net, so why are you putting your resume out for the world to see?– Your resume is your identity, it is and shows Who YOU ARE, what you do, and have done, where you live, and much more.
Not to mention that you have a greater chance in getting involved with the recruiter who is not professional, and you will have no control over what happens to your information after you have hit the sent button.
4- Pick up the phone, call the recruiter, talk to them and let them know WHO you are, let them understand why you are looking, what your goals and needs are. Become a person and not just a piece of paper to the recruiter.
5 – Pin point in the conversation Immediately if they are looking for people with your skills, if they can help you, and make sure you eliminate any false promises
6- Ask them to identify their process with you; ask them what they should expect, and what You need to do as a candidate.
7- Make sure You get your recruiter to promise – in writing if necessary that they will not submit your resume w/o your permission or w/o talking to You first.
8- Keep in touch with your recruiter – by e-mail, phone, whatever – but keep in touch with them. Don’t become a pest, but let them know that you are out there, and that they need to respect that you want feedback – good, bad, indifferent.
Whatever – you need feedback. Even I have been known to forget to give feedback sometimes due to the load on my desk, but I will make every effort to respond immediately to the candidate who reminds me – even with a simple -hey Karen, what is going on?
9- Most importantly, be honest with your recruiter – let them know what you are doing, that you are interviewing with other companies (NO Don’t share that names of the company that you are interviewing with with the recruiter – it is NOT in your best interest) – the two of you can and will determine through the process where you should be sent and not sent to – but NEVER tell a recruiter where you are interviewing – unless you don’t care about the job that much.
There are many unethical recruiters who will submit their best candidates to that company soon after they hang up with you… Some have been trained to do this. So be careful with the information you share - but be honest and candid.
They need specific information to be able to help you better - Accurate Work history, Complete Salary information, why you are leaving, what you want in your next move
10- Make sure that the recruiter takes the time and effort to do and provide a consice needs analysis. They understand and Know you - and you understand and know them and what they are looking for. In other words Build a Relationship with them. You also need to make sure that YOU give them the time as well.
Honesty is important – you will retain credibility with the recruiter, and demand the same from them.
Yes I am a recruiter – and I promise you there are good recruiters out there who do follow the Code of Standards of this industry, more than you think. Do your homework and I promise you will find them. When you find a good recruiter - Yes Build that relationship, build a friendship, and most importantly build a Partnership
ABOUT KAREN MATTONEN, CAC, CSP
Karen Mattonen started a career in Human Resources when she served as a Recruiter for Snelling Corporation. Leveraging her tenure with Snelling, Karen founded Advanced Career Solutions in 1997 focusing on the HVAC and Mechanical Construction industry. Her reputation for excellence is echoed in the satisfaction of clients and candidates she has serviced nationwide. Furthermore, Karen is esteemed for sharing her expertise in Recruitment Education, Ethics and promoting self-regulation for the Recruiting industry.
She has a new and future-oriented vision of what recruiting can and should become: a profession we can be proud of for its ethical standing, professional conduct and ability to build great organizations. Her doing-well-by-doing-right philosophy is shaking up the status quo in an industry that needs to be shaken. She does this with conviction, leadership, and a distinctive voice that cries out for change.
Outside of the HR community, Karen Mattonen has been cited by Microsoft as a resource in how to use Microsoft Outlook as an ATS. She has also served as the Marketing and Public Relations Director for the 3rd largest city in Utah.
Her passionate and tireless advocacy has led her to create HireCentrix - The Pulse of H.R, Regulation, Retention, Recruiting and Risk Management www.hirecentrix.com. Hirecentrix is a company dedicated to providing training to the HR, recruiting and staffing industries, which includes a special focus on the ethical and legal dimensions through offering a full service resource for individuals to share and communicate, obtain current and accurate information, acquire and provide education and learning within the quickly expanding, diverse and rapidly changing Recruiting and Human Resource climate.
Karen has achieved accreditation as a California Accredited Consultant (CAC) through California Staffing Professionals. She has also gained her Certified Staffing Professional Certificate (CSP) through American Staffing Professionals. (www.americanstaffing.net)
Hiring Our Heroes Employment Fairs - Ongoing - | NationwideTuesday, 19 February 2013 00:00
Add Your Event for Free | OnlineThursday, 13 December 2012 00:00
Global Energy Career Expo Aberdeen 2013 | Aberdeen, United KindgomWednesday, 12 June 2013 10:00
Gateway Analytics Network : Business Planning & Analysis 2013 | InterContinental Buckhead Atlanta, 3315 Peachtree Road NE, Atlanta, GA 30326Thursday, 23 May 2013 08:00
Recruiting / HR Jobs
We have 278 guests and no members online
* The Lounge Podcast *
Read More Articles
- Broken Pottery, Broken Candidates
- Corporate Accountability: White Collar Crime Penalty Enhancements
- 5 signs that you'll lose your sexual harassment case
- The Reluctant Client
- Emerging Trends YOU Need to Know NOW in the Recruiting Industry-- Trends with Clients
- BACKSTABBERS LOSE
- Representative Weiner’s online conduct: a reminder to employers about the dangers of employee misuse of social media and company resources