With experience in professional talent acquisition contract recruitment consulting since 1981, we know how to work with you. We understand your career needs and challenges in your job search. And while we may not always be able to help you directly meet those needs, we will be honest with you.
If you have received an offer for a job, page down to You Accepted the Position - Beware of the Counter Offer
Job searches may be easy through most of your career. Former managers may call you and ask you to join them in a new venture. Possibly you get calls from recruiters through your career. Then we hit a recession and the game changes. The best way to find any job is to network your way to a job.
"RecruiterGuy’s Guide To Finding A Job 2nd Edition" is Now available on Kindle at a new low price of $2.99!! Most job search books were written by writers (That makes sense!). With over 26 million Americans unemployed or underemployed, would you prefer to go to an expert that works with hiring managers everyday – or a writer? Released on July 1st, it already has a 5 star review on Amazon!
As a nationally based expert talent acquisition contract recruitment consultant, Bill has appeared LIVE on national TV interviewed by Vinnie Politan on CNN’s Headline News show Making it in America discussing resume tips.
Bill is a monthly regular on Park City TV Mountain Morning Show discussing both the candidate and the corporate side of recruitment. Interviewed by Joe Davis on Unemployed Baby Boomer Executives – The Lost Generation and RecruiterGuy Comparing Goal Setting While Hitchhiking to Goal Setting on the Job Search. Remember SCAMPS while setting your goals! Interviewed by Terrance Burden on Career Planning and Executive Mentoring. Interviewed by Chelsea Haviland on Advanced LinkedIn Profiles – Importance of adding Thought Leadership to your profile. This was my first experience in front of a Green Screen! "Candidates, The Holidays are the Best Time of Year to Interview", "Candidates, we discussed effective networking (don’t be an opera singer warming up), resumes, and other tips” and "RecruiterGuy’s 2012 Job Growth Prediction” .
Want to use social media in your job search? Consider that in poor economies and great economies the best way to find a job is through networking. Generally 74-76% of all jobs are filled through networking. Therefore how do you best use social media?
Keep social media in its place. If 10% of all jobs are filled through social media, spend about 4 hours a week on it. On the other hand, social media is a great way to research companies, their culture, and people who work there. As an expert talent acquisition contract recruiter consultant, we use LinkedIn. This is a great tool for professional networking. It is important to complete your profile and use words that your target companies use to describe your work experience – why? Companies use key word searches to find resumes in their applicant tracking systems. If you are a sales professional on your profile and they are looking for an account manager, they will not find your LinkedIn profile.
Use LinkedIn to find former co-workers from your previous employers that you may call. It is also a great source to find fellow college/university alumni – potentially even alumni from your high school. All of these people have something in common with you and a base for a conversation.
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As an expert talent acquisition contract recruiter consultant and volunteer career counselor, Bill Humbert has written a book that will take you through your job search on a step by step, task oriented basis in "RecruiterGuy’s Guide To Finding A Job" . You may also purchase the book on "Amazon" . The book is written in Bill’s conversational style, as if he is sitting next to you. In November 2011, Bill was recognized as one of "50 Great Writers You Should Be Reading in 2011" by The Authors Show.
Quoted in a column by Alina Tugend in the New York Times on salary negotiation.
Here is what some readers of this book have said -
"This is a superb one-stop reference source for the job seeker in today’s environment. Humbert has compiled everything required in an easy to read, follow and implement format – all with a very conversational approach that makes it seem like he is right there beside the prospect guiding, coaching, and mentoring the whole way."
Tom Grondalski, Chief Operating Officer and Managing Partner, The Cadogan Group, New York, NY
"This book is loaded with expert advice for job seekers at all levels. An extremely useful and comprehensive tool for those seeking to sharpen their job-search skills, and a very clear instructive guide to the complex process of finding a suitable job."
Chris Dahl, Vice President, Scout Recruiting
“Thank you for the opportunity to read Bill's book, RecruiterGuy's Guide to Finding a Job. I found it to be a great read, filled with solid advice that comes from years of experience. Given the current job market and the various levels of people that are looking for a job, the timing for the book could not be better.
The format is easy to follow and the content is well sequenced for the job hunting process. Great resource for anyone with a job or currently looking for a job. Bill has found a way to combine his years of experience with practical, easy to use, advice that will make the process of looking for the right job easier going forward.”
Steve Hannah, Vice President Information Technology, CRST International
RecruiterGuy’s Top 10 Tips for Finding a Job
1. Take stock of your emotional state. If you were recently laid off or decided that you just had to leave a job, you are probably going through the steps of grief. While taking time to recover, list your best skills and attributes – both professionally and personally.
2. Understand that finding a job is a series of sales or marketing processes.
3. List what sets you apart from other candidates.
4. Create your “Here I Am!” speech or elevator speech.
5. Develop a resume that includes accomplishments and metrics that demonstrate your skills.
6. List at least 250 people that you can approach to begin networking.
7. Call those people and give them your “Here I Am!” speech. Instead of asking if they have a job opening, ask who you should contact next?
8. Research both the company and the manager before you interview (Google their name).
9. Turn your cell phone to airplane mode before you leave your car or other means of transportation.
10. After your interview, take time to list your “Wish I would have said’s.” These will help you improve on your interviews for the future – and help in compensation negotiations.
As a contract recruitment consultant with 30 years of experience, you may follow Bill's guidance step by step to find your next rewarding job. You may read more about "RecruiterGuy's Guide to Finding a Job" or purchase the book on Amazon or www.RecruiterGuyGuide.com
These pages are designed to help you work your way through the job search maze and black holes. As a Talent Acquisition Contract Recruiter Consultant, we have been exposed to many candidate mistakes over the years. Our goal is to help you learn from other people's mistakes.
As an expert talent acquisition Contract Recruiter Consultant, we understand the need for confidentiality and will NEVER send a resume to a potential client without your knowledge and consent.
Once you receive an offer, it is important to avoid accepting the counter offer that almost inevitably will soon come after you resign. Read the following blog:
You Accepted the Position – Beware of the Counter Offer
Expert Talent Acquisition Recruitment Consultant Discusses the Dangers of Accepting a Counter Offer
Numbers demonstrate the employment market is improving. As a result the people who have jobs are beginning to dip their toes gingerly into the market. Surveys show that 30% to 60% of employed workers are unhappy in their jobs and are waiting for the employment market to improve. An expert talent acquisition contract recruitment consultant warns that some of these people are setting themselves up for future failure if they accept a counter offer from their current employer.
“Most people do not understand the potential impacts of accepting a counter offer. For instance 69% of employees who accept a counter offer leave their current employer within 6 months of accepting that counter offer,” said Bill Humbert, known as RecruiterGuy (www.RecruiterGuy.com) and author of “RecruiterGuy’s Guide to Finding a Job”. “Unfortunately the counter offer has little to do with the employee and everything to do with the current employer.”
Humbert is not a career coach; rather he is an expert talent acquisition contract recruitment consultant with 30 years of recruitment consulting experience for start-up to large multinational companies. He knows how managers think when someone presents their resignation. His advice to job hunters who have successfully found a new job includes understanding:
• There is a reason why you chose to leave the company – and outside of compensation, that hasn’t changed. Most people dislike change. Therefore the decision to make a job change is generally a tough decision and is based on many factors including money. RecruiterGuy says, “When I extend an offer to a candidate for my client, I warn them about the coming counter offer. Then we have another discussion on all of the reasons they decided to find a new position.”
• A counter offer provides resigning employees a huge ego boost – and companies know that. The employee is thinking, “Finally I am getting some recognition of my worth around here!” An effective counter offer by the company works on a person’s need for recognition.
• A counter offer is all about the manager and company – and not about the employee. Did it take a resignation for them to recognize an employee’s worth? Do employees really feel that conditions will change for the long term? Probably not. Once the “danger” of the employee leaving is over, the manager will return to their old ways of doing things – the base of behavioral interviewing. The extra compensation may just be next year’s raise – a few months early. Remember, every position has a budget range.
• Count how many of these statements resigning employees hear from their manager and other company managers after they resign:
1) “I am shocked that you want to leave! I thought you were happy. As a matter of fact, tomorrow we were going to discuss a (promotion, raise, new project, etc.) with you.” (Humbert says, “Call me a cynic but the timing is suspect…”)
2) “You are a very valuable employee. We need to see what we can do to encourage you to stay.”
3) “I am happy that you came to me because I planned to chat with you about moving to another organization/project within our company” (that was nixed in a previous conversation).
4) “I am very disappointed that you chose such a busy time to leave our organization. Can’t you see the impact of your departure will have on everyone else?” (RecruiterGuy loves that one. “The manager is trying to put a guilt trip on the employee!”)
5) “You manager just came to me to discuss your resignation. I asked if I could talk with you. You are a key person in our growth plans. I am sorry we haven’t shared this with you sooner. Let’s sit down and discuss the needed changes…” (generally an executive speaking)
6) “What will it take for you to stay?” (At least that one is upfront in its intent!)
7) “As you know, we rarely make counter offers here. You are such a key person. We will make an exception. What do you want to stay?”
8) “Thank you for coming to me and discussing needed changes. Would you like to lead those changes?” (Generally once you accept the counter offer, the desire to make the immediate changes in the organization dissolves shortly after) Then they will say, “Let’s just finish what you are working on first. Then we will discuss the changes.” (Note – they won’t say “make the changes” again)
Humbert said, “One of my candidates called me after their resignation and proudly told me the company hit 7 of the 8 statements during the day of his resignation. Then he laughed and told me he was happy I warned him.”
• The employee’s loyalty to their current company is now questioned. Subtly they will begin to see changes in how management works with them if they accept the counter offer. Fewer strategic conversations and more tactical conversations as they begin the brain drain. Management also knows the employee will most likely leave in 6 months. Therefore, management will begin to plan who is going to replace the employee.
• Remember the odds of further success at that company decline rapidly once the employee accepts a counter offer. Management is now focused on “protecting themselves” instead of future contributions from the employee. They know the employee will only be in the position a short time before they have to go through the expense and time of replacing them.
• Usually accepting a counter offer will burn the bridge with the company where the employee successfully interviewed and received an offer. Now the employee who was excited by the company, the new position, the hiring manager and the offer has to go to the offering company and give them the news they accepted a counter offer. Generally that conversation does not go well. Once a manager decides to extend an offer, they begin to plan for the new employee’s start and begin penciling them in for meetings. They are very excited they have finally found the right person for the position. Imagine the level of disappointment when they are told the candidate accepted a counter offer.
Bill Humbert (an expert contract recruiter consultant) recommends, “The best way to resign is to graciously thank the manager for the experience working with them. Then firmly tell them that they are very excited about the new opportunity and give the date of their departure (generally 2 weeks’ notice). When a manager approaches to discuss the counter offer, simply thank them and begin discussing the transition.”
We have attached links to the outlines of a couple of our presentations for your use. Click on the "Presentations" button.
We will also provide links to our book reviews. Click on the "Book Reviews" button. For your convenience, we have provided links to Amazon.com and www.RecruiterGuyGuide.com so you may order books directly from our website.
Typically we work on a talent acquisition contract recruitment consulting basis. This means that we are narrowly focused to the needs of our one client at a time. Since we normally do not work on a contingent search basis, our search requirements may change frequently. As we develop new searches, we will post them on this site. You may go directly to RecruiterGuy.jobs without coming to RecruiterGuy.com first.
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Phone: 435-714-4425 Email: RecruiterGuy@msn.com All information ©2001-2014 RecruiterGuy.com a division of The Humbert Group, LLC unless otherwise noted.
All information ©2001-2014 RecruiterGuy.com a division of The Humbert Group, LLC unless otherwise noted.