for a job?
Discover What It Takes to Find a Job and Successfully Gain Employment.
Are you searching for a new job?
These pages are designed to help you work your way through searching for a job, which often feels like its filled with mazes and black holes. As a talent attraction recruiting consultant, we have experienced many candidate mistakes over the years. Our goal is to help you learn from other people’s mistakes.
With experience as a talent attraction recruiting consultant 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, click on "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 new position.
“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 during a recession, would you prefer to go to an expert that works with hiring managers every day – or a writer? It has a 5-star rating on Amazon!
More recently, Bill wrote “Employee 5.0: Secrets Of A Successful Job Search In The New World Order”
As a nationally based talent attraction recruiting 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.
RecruiterGuy’s Top 10 Tips for Searching and Securing a Job
While taking time to recover from your last job, list your best
skills and attributes – both professionally and personally.
Understand that finding a job is a series of sales or marketing processes.
List what sets you apart from other candidates.
Create your “Here I Am!” speech or elevator speech.
Develop a resume that includes metrics and accomplishments
that demonstrate your skills and experience.
List at least 500 people that you can approach to begin networking. Consider former co-workers, neighbors, colleagues, mentors, & classmates.
Call those people and give them your “Here I Am!” speech. Instead of asking if they have a job opening, ask whom you should contact next?
Research both the company and the manager before your interview. You can Google their name, or look at their LinkedIn profile.
Remove distractions. Turn your cell phone to airplane mode before you leave your car or other means of transportation.
List your, “Wish I would have said’s, to improve your skills and help in negotiations. Send written thank you notes to all your interviewers.
What is the purpose of a resume? Is it to help you find a job or offer? No. The purpose of a resume is to represent your talents well enough to attract a manager’s or talent attraction recruiter’s attention to set an interview.
RecruiterGuy’s books, “RecruiterGuy’s Guide to Finding a Job” and Employee 5.0: Secrets Of A Successful Job Search In The New World Order“ are valuable tools to help you create your resume. The Appendix contains action verbs that will help your experience reflect your impacts. You may purchase the 2nd edition of “RecruiterGuy’s Guide to Finding a Job” on Kindle for $2.99 and his later book, “Employee 5.0: Secrets of a Successful Job Search In The New World Order” on Amazon for only $14.99. With over 16 million Americans out of work, does it make more sense to read a book written by an experienced Talent Acquisition contract recruiter than by a professional writer?
Interviewed LIVE on National TV by Vinnie Politan on CNN’s Headlines News Show “Making It In America,” where we discussed three resume tips.
Since 1981, we have easily read over 400,000 resumes. Our talent attraction business is to recruit the top candidates for our clients. We also understand that every college and university has a suggested resume writing format. Additionally, it seems for every foot between New York and San Diego; there has been a book written on resume writing. Therefore, this is our prejudice in the correct format. There is no “right way.”
So you sweat all day writing the “perfect” resume. How much time will an experienced talent-acquisition, contract-recruiter consultant spend on it? When I was on my contract recruitment consulting assignment with MCI, a Jr. Recruiter timed me as I went through a stack of about 120 resumes. When I finished, Andrea informed me that I had spent as little as 2 seconds on a resume and as much as 12 seconds on a resume. She said that I averaged 6 seconds on a resume. They went into three piles: interest, no interest, will take another look.
You have 6 seconds to attract the attention of an experienced talent attraction recruiting consultant. What are we looking for?
1. The first rule is to tell the truth on your resume.
For instance, never say that you have a degree if you do not have a degree - even if you are only one PE credit away. It is the most accessible information on your resume for a talent attraction recruiting consultant to check. Once your veracity is challenged, you will not be pursued. On the other hand, don’t lie by omission. If you have made some significant impacts, mention them in your resume. That is not bragging; it is honest. Your accomplishments measure you.
2. Always put your contact information at the top of the resume in easy to read format.
Always place your name and contact information in the body of your resume, not a header - where the optical character reading (OCR) software may not be able to read it. Please don’t force the contract recruiter consultant to search for it. It’s nice to use bold here. Remember not to get too fancy here. Many resumes today go into an applicant tracking system. If there are lines between the letter of your name or lines between your name and contact information, the applicant tracking system may not be able to read it. Then your resume leaves the automated world and enters the manual world where it will sit - outside of the database.
3. Put “Summary” in bold type.
In your summary, list some of your accomplishments, mainly where your contribution had a direct effect on the corporate bottom line. For instance, a successful salesperson could write, “Consistently sold at 120% of quota for four years”. As a talent attraction recruiting consultant, RecruiterGuy prefers to see measurable accomplishments.
4. List your “Education (if you have at least a college degree) in bold.
Try to keep each degree on one or two lines. You want to include your accomplishments from your summary in the appropriate areas of your experience. At the bottom of the resume, you may list community organizations where you have leadership responsibilities. Try to limit your resume to one or two pages.
5. Always print your resume on paper that copies well.
Avoid dark or brightly colored paper or oatmeal paper because it copies poorly. Always bring extra copies of your resume (unfolded) to interviews.
6. At the bottom of your resume write “Keywords”
When you write a resume for the Internet job boards (Indeed, Monster.com, Dice, and Yahoo!), at the bottom of your resume, write “Keywords” and then list all appropriate keywords as they apply either to your experience or search. As a contract recruitment consulting firm, when we utilize the Internet for searches, we search for keywords. It is better to list all that may apply. Otherwise, you may be over-looked. The search function of these databases measures the number of times a keyword is picked up in a resume. The more times it sees that word, the more confident it is that you have the skills the contract recruiter is looking for, and the higher up the list your resume will go. Therefore it is essential that you use the same words for responsibilities and skills that are listed in each job description. You will probably need a new resume for each job. Save it as the name of the company or position.
7. Use “spell check” and have a disinterested party read your resume.
“Form” and “From” will make it through “spell check.” “Manager” and “Manger” will also sail through spell check without mention. So if you are a “Manager” and do not want to be stuffed with hay-like a “Manger,” double and triple check your spelling. Do a “Find and Replace” on the word “Manger.” If it pops up, make the change. Only one will convey your meaning correctly.
1. Do not begin a sentence with words like “have.”
Begin them with action verbs (“Led team tasked to…”). Some candidates are now extensively using bullet points in their resumes. Develop your resume by discussing your responsibilities in paragraph format. Then add a couple of bullet points for your measurable impacts. Otherwise, your results are camouflaged by your responsibilities, and they don’t stand out. Make it easy for a talent attraction contract recruiter consultant to see your impacts!
2. NEVER put personal information on your resume.
Never, never, never, (when?), NEVER put personal information such as marital status, children, health, ethnic information, hobbies, or religious affiliation on your resume. Hiring managers are not allowed to ask those questions unless you bring them up. Like it or not, the recruitment process is a discrimination process. The hiring manager is using every piece of information to try to discriminate among the candidates to find the best-qualified candidate who is also the best fit.
You Accepted the Position
Beware of the Counter Offer
Expert Talent Attraction Recruiting Consultant Discusses the Dangers of Accepting a Counter Offer
“Most people do not understand the potential impacts of accepting a counteroffer. For instance, 69% of employees who accept a counteroffer leave their current employer within six-months of accepting that counteroffer,” said Bill Humbert. Unfortunately, the counteroffer has little to do with the employee and everything to do with the current employer.”
Humbert is not a career coach; instead, he is a talent attraction recruiting consultant with 39 years of recruitment consulting experience for start-up businesses 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 has not 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 counteroffer. Then we have another discussion on all of the reasons they decided to find a new position.”
- A counteroffer 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 counteroffer by the company works on a person’s need for recognition.
- A counteroffer 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 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 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, or new project) 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) “Your manager just came to me to discuss your resignation. I asked if I could talk to 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 counteroffers 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 counteroffer, 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 seven of the eight statements during the day of his resignation. Then he laughed and told me he was happy that I had 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 counteroffer. Fewer strategic conversations and more tactical conversations as they enter 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 counteroffer.
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 must go through the expense and time of replacing them.
Usually, accepting a counteroffer 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 must go to the offering company and give them the news they accepted a counteroffer. 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 counteroffer.
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, and then firmly tell them that they are very excited about the new opportunity. Then give the date of their departure (generally two weeks’ notice). When a manager approaches to discuss the counteroffer, thank them and begin discussing the transition.”
Post & Pray Job Search
Tips for a successful job search
Rather than post and pray, as shown in the photo to the right, we suggest you take a more strategic approach to posting on job boards!
TIPS ABOUT HOW TO USE JOB BOARDS
- Use Job Boards to help you identify companies who are currently looking for your skills.
- Apply online to the jobs that interest you AND Then – research on LinkedIn, Google, Bing, D&B Hoovers for people you know, or your contacts know, who works at those companies.
- If companies in one industry are advertising for your skills, other companies in the same industry also have similar positions. Search Their websites and LinkedIn to determine whom to contact. Remember, the hidden positions? These are the positions not posted, but May be Opened if the right person (YOU!) networks in.
"Bill is a true professional within third party recruiting. His years of experience qualify him as an expert in consulting, recruiting and training. I attended his presentation, “Post and Pray Recruitment,”and was reminded of how important it is for us to build lasting relationships with our clients and candidates. I hope Bill will continue to share with us his experience and knowledge of this amazing profession."
- Ellen Small, Founder Proctor Small Associates, Executive Search Professional, Experienced Recruiter in Health Care Administration