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 Presented  by:  Commongood  Careers  Kevin  Flynn,  Vice  President  of  Recruitment

     

   Working  Effec@vely  with  Recruiters      March  18,  2015  

 

•  Pull  back  the  curtain  on  recrui1ng  firms:  The  different  models,  how  they  work  and  what  you  should  expect  

•  Tips  for  standing  out  and  ge@ng  no1ced  by  recruiters  

•  Best  prac1ces  for  building  an  effec1ve  rela1onship  with  a  recruiter  that  provides  value  for  both  side  (whether  you’re  looking  for  a  job  or  not)  

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Goals

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Representa)ve  Clients  

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Kevin  Flynn,  Vice  President  of  Recruitment  and  Candidate  Services  

TwiKer:  @KevinCFlynn  and  @CGCareers  

Introduc)ons  

 • I  began  my  career  working  for  a  Boston-­‐based  nonprofit  that  supported  high-­‐risk  and  gang-­‐involved  youth  in  ci@es  throughout  the  country.          

• I’ve  been  at  Commongood  Careers  for  8  and  manage  a  team  of  recruiters.    I’ve  managed  over  120  senior-­‐level  searches  for  social  impact  organiza@ons,  in  addi@on  to  managing  CGC’s  career  advising  program    

• I’ve  presented  on  the  topic  of  talent  and  recrui@ng  in  the  nonprofit  sector  at  universi@es  including  MIT,  Harvard,  Yale  and  B.U.  and  at  the  na@onal  conferences  of  KIPP  Schools,  Independent  Sector  and  Emerging  Prac@@oners  in  Philanthropy.      

• I  was  on  founding  board  member  of  the  Boston  Chapter  of  Young  Nonprofit  Professionals  Network  (YNPN)  and  in  2011  was  selected  as  an  Independent  Sector  American  Express  NGen  Fellow.  

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Three  Recruiter  Types  

Retained  

Con1ngent  

In-­‐House  

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Three  Recruiter  Types  

Con@ngent  Recrui@ng  Firms:      

Model:    Paid  only  when  a  candidate  they’ve  recruited  gets  hired.    Don’t  manage  search,  but  rather  add  resumes  to  an  exis1ng  candidate  pool.       Considera@ons:    May  not  be  as  knowledgeable  about  role  or  org.  Heavily  incen1vized  to  find  you  a  job,  so  it  can  feel  like  they  ‘represent  you’  as  a  candidate.  The  incen1ve  structure  can  lead  to  less  objec1vity  in  talking  to  you  about  par1cular  roles  and  your  career  path.          

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Three  Recruiter  Types  

Retained  Recrui@ng  Firms:      

Model:    Paid  by  a  client  organiza1on  to  manage  the  en1re  search  process  (scoping,  recrui1ng  and  assessing).         Considera@ons:    Extremely  knowledgeable  about  posi1on  and  org.    While  they’ll  be  suppor1ve,  they’re  not  working  on  your  behalf;    Heavily  involved  in  interviewing  and  assessing.      

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Three  Recruiter  Types  

In-­‐House  Recruiters:      

Model:    Recruiters,  HR  staff  or  leaders  that  work  for  and  represent  a  par1cular  hiring  organiza1on.       Considera@ons:    Mostly  found  in  larger  organiza1ons.  Less  likely  to  engage  in  ‘direct  outreach.’    May  not  have  broader  market  perspec1ve  or  be  able  to  advise  you  on  mul1ple  op1ons.    

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Recruiter  Lingo    

Defining  Terms:    Ac@ve  Jobseeker:    On  the  market.    Refreshing  idealist  constantly.    Might  have  a  job,  might  not.      Passive  Jobseeker:    Not  ac1vely  looking  for  a  new  job.  Not  looking  at  job  boards.  Would  entertain  an  opportunity  if  it  was  brought  to  them  and  presented  as  a  ‘dream  job.’        Prospect:    A  poten1al  candidate  iden1fied  by  a  recruiter  who  is  at  some  stage  of  cul1va1on  (aka  ‘target’)    Connector:    Not  likely  to  be  a  candidate,  but  could  provide  market  intel  and  referrals  (aka  ‘source’  or  ‘lead’)        

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Why Partner with Recruiters

   

1.   Market  intelligence  and  trends  

2.   Career  trajectory  insight  

3.   Job  search  feedback  

4.   Moving  past  the  job  descrip@on  

5.   Access  to  the  ‘hidden  job  market’  

6.   Adding  value  to  your  own  network          

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Recruiter Relationship

 

Rolodex  • Hundreds  of  personal  connec1ons  

• OXen  focused  in  one  field  and  func1onal  area  

Database  • Thousands  of  resumes  

• Data  oXen  isn’t  up  to  date  

Linkedin  • 300  million  users  

• Up  to  date  info  • Ability  to  view  connec1ons  and  networks  

Evolu@on  of  Passive  Candidate  Accessibility  

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Finding Recruiters

   

       

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Building  the  Rela)onship  

How  to  Be  Found  by  a  Recruiter:      

1.  Can  they  find  you?    Build  out  a  LinkedIn  Profile  and  when  asked  upload  your  resume  to  their  database  

2.  Do  you  catch  their  eye?    On  average,  recruiters  are  looking  at  profiles  for  6  seconds.    Be  clear,  eye-­‐catching  (but  don’t  get  cute!)  

3.  Are  you  a  good  fit  for  the  job?  Is  there  a  clear  narra1ve  in  your  career  that  lines  up  with  what  you  want  to  do  next?    What  story  are  you  telling  about  your  skills  and  experience?    

4.  Can  they  contact  you?    Add  your  email  to  your  profile!  

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Recruiter Relationship

LinkedIn  Tips:          Increase  connec@ons  and  ask  for  recommenda@ons  (not  endorsements!)    Be  smart  about  loca@on    Use  a  summary  sec@on      Join  Groups    Industry  and  keywords      

   

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Recruiter Relationship

LinkedIn  Tips:    

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Recruiter Relationship

When  a  Recruiter  Contacts  You:  

Most  importantly,    be  flaKered  and  gracious!      At  points  in  your  career,  recruiters  can  be  your  most  important  ally.    Cul1vate  every  rela1onship  you  can  for  the  long  term.    

Do  you  homework:  Read  the  job  descrip1on.    Read  up  on  the  recruiter  (their  industry,  other  openings,  etc).    Are  they  con1ngent,  retained  or  in-­‐house?    Am  I  interested  in  the  role?      

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Recruiter Relationship

When  a  Recruiter  Contacts  You:  

If  you  might  be  interested  in  the  role…..  Let  the  recruiter  know  you’re  interested  in  learning  more  and  set  up  a  1me  to  chat.    Confirm  whether  the  conversa1on  will  be  informa1onal,  or  an  interview.      If  you’re  not  interested:  Respond!    Be  specific  about  why  you’re  not  interested  (“I  just  started  my  new  job” “That  commute  is  too  long”).    Offer  to  jump  on  a  call  and  think  through  people  in  your  network  who  might  be  a  fit.      

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Recruiter Relationship

Ideal  Recruiter  Rela@onship  Rela@onship:      There’s  a  long-­‐term  personal  rela1onship  that  not  just  based  on  job  transac1ons.    S/he  knows  you,  your  goals  and  your  career  trajectory.    There’s  a  high  level  of  trust,  and  you  never  felt  like  you’re  being  ‘sold’  something.      Communica@on:    You  check  in  regularly,  provide  each  other  with  referrals  and  serve  as  thought-­‐partners.      You  both  constantly  ask  “What  can  I  be  helping  you  with?”    Value:      For  you:    Ongoing    market  intelligence,  access  to  opportuni1es,  a  career  advisor,  and  the  ability  to  con1nually  add  value  to  your  network.  For  your  recruiter:    Ongoing  market  intelligence,  access  to  your  networks,  feedback  on  posi1ons,  and  the  chance  to  place  you  in  a  great  job.    

 

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Questions and Discussion