I am a big believer in interviewing your recruiter before you trust them with your job search and your long term career. I wish I could help everyone! Sometimes I place my candidates the first time I meet them and sometimes I place them years later. The point is that I like to develop long term relationships with my candidates.

Good read!

http://blog.brazencareerist.com/2014/08/05/4-strategies-finding-right-recruiter-job-search/

When looking for a job, do you still spend all of your time looking for openings on job boards and sending off dozens of applications? That’s so 2004! No one does that anymore.

All the cool kids are using their network to get referrals for jobs that aren’t on job boards, and the coolest of the cool kids don’t just stop with people they know — they reach out and network with recruiters. But hold on, tiger. Don’t go firing off emails to every recruiter you come across. You have to find the right kind of recruiter for you. (Click here to tweet this list.)

1. Check your network
First the obvious: use your network!

Reach out through LinkedIn, emails, or however you stay in contact with your contacts, and focus on people in your industry and with the same level of experience. See who has dealt with recruiters, or knows someone who has, and write down anyone who gets positive reviews.

Stick to recruiters in your niche. They will have dealt with companies and employers in your industry and can help guide you through the hiring process.

2. Network on niche job boards
You might be thinking, “He just poked fun at job boards, and now he’s saying they’re useful?” Yes. Yes I am.

Good niche job boards have two advantages over larger, more general job boards like Monster and Indeed:

•Job postings might mention a recruiter or recruiting firm by name, so you can research and contact them.
•They have an established community of professionals in your industry, with whom you can communicate and build your network.
So, second verse same as the first — reach out to the community and see if people are willing to recommend recruiters they know and like. Barring that, you can see which recruiters and firms work in your niche.

3. Find recruiters on Twitter
Twitter has become a fantastic resource for both jobseekers and recruiters. You can use it to find recruiters in your niche and engage with them.

In the search bar, type something like “accounting recruiter” or “IT recruiter” to find recruiters who specialize in an industry or specific job. On the left side of the results page, click on “people” to narrow the search so you only find actual recruiters.

Another resource is Followerwonk.com, where you can perform the same type of search as on Twitter, but narrowed by location.

Check each person’s Twitter profile for links to a personal website or recruiting firm’s site. Recruiters you find this way will be similar to those you find on niche job boards — you’ll need to do some research on them unless you know someone who can recommend them.

4. Find recruiters with Boolean strings
Here’s a new twist on an old trick: A lot of recruiters use Boolean strings to find candidates through Google, job boards, or social media sites such as LinkedIn. You can use the same method to find recruiters.

You can use strings to search for recruiters on specific sites, such as LinkedIn. On Google, search something like the following: site:linkedin.com “marketing recruiter” AND San Francisco –inurl:dir.

Here’s that string broken down:

•site: restricts the results to what it can find ONLY in that website, which was LinkedIn in the above example
•“Marketing recruiter” restricts results to pages that contain the exact phrase within the quotation marks
•AND San Francisco further restricts results to the phrase in quotes that also have the location somewhere on the page
•-inurl:dir removes any results that go to directories, which won’t be useful for you
Basically, use the same formula and commands that recruiters use to find candidates, but sub in “recruiter.”

5. Reach out and be courteous
Once you’ve made a complete list, refine it to a handful of recruiters that seem best for you and your goals. Next, reach out to them while you keep in mind a few important things:

•They have to maintain a good relationship with employers, not you specifically.
•They’re knowledgeable about your niche, so they can give valuable advice.
•Having a good relationship with recruiters could help your career for years.
•Staying in contact with them helps keep your relationship strong.
•Whatever help or advice they give you, thank them for their help and advice.
The last thing to remember is that these tips should not be the only method you use for finding a job. You shouldn’t stop searching through job boards — yes, job boards — and building your personal brand online.

Brian Stewart is a career content writer at ResumeTarget.com. They are the only resume writing company that offers a professionally written resume coupled with the guidance of recruiters to guarantee that your resume will get results.

Brazen powers real-time, online events for leading organizations around the world. Our lifestyle and career blog, Brazen Life, offers fun and edgy ideas for ambitious professionals navigating the changing world of work.

Great quick read! Some things really do not change. I love number 1, 2, 4 and 8.

http://blog.brazencareerist.com/2014/07/25/10-networking-tips-grandfather-still-apply-today/

July 25, 2014
By Sarah Beth Moore

10 Networking Tips from Your Grandfather That Still Apply Today

In today’s fast-paced world of branded personal narratives and social media blitzes, it can be hard to slow down. You live in the golden age of ceaseless self-promotion, but that doesn’t mean your every exhale needs to contain a horn-tooting statement nor your every keystroke a mini press release.

Yet, to many people, this is exactly what the word “networking” implies: an all-out firestorm of meeting and greeting, everything delicately iced with your signature brand of modest self-congratulation. It’s no surprise you’ve spent years shying away from the process. Who wants to deal with all that?

Well, the good news is that this is a misperception. Done right, networking needn’t be stressful or feel sleazy. Instead, take a cue from good old Grandpappy, and apply a more old-fashioned approach to this sometimes daunting chore. Check out these 10 tips for ways to start building your network authentically and worry-free. (Click here to tweet this list.)

1. Be on time
Punctuality always helps to make a great first impression. But being on time can reward you in more ways than one. For instance, Entrepreneur recommends showing up early for conferences and events. That way, you get a chance to scope out the scene before the crowds roll in and can easily find other people to connect with.

2. Don’t discount anyone
The idea of networking is frightening. In response, we tend to take a fear-based approach, only listing someone as a potential contact if a) we know them pretty well and b) they owe us one. Instead, make a list of everyone you know. That way you won’t miss someone who could help you.

3. Be formal
All right, so “To Whom It May Concern” has gone the way of the dinosaur. But people still appreciate formality and may take umbrage if you use their first names uninvited. To avoid looking presumptuous, use last names until otherwise informed, along with a “Mr.” or “Ms.” Avoid using “Mrs.” unless you happen to know the lady in question is married.

4. Celebrate good times
In the old days, people celebrated their clients’ wins and triumphs, marriages and babies, successful ventures and new launches. Grab some small-town spirit and send congratulatory notes to those in your network. It’s a great way to connect and put yourself back on their radar.

5. Get to the point
Granddaddy didn’t mess around, so why should you? If you’ve got a question to ask, ask it. State the nature of the favor you’d like instead of beating around the bush and hoping someone will suggest it. Get to the point: Everyone appreciates it.

6. Be strategic
Networking shouldn’t resemble a game of pin the tail on the donkey. Make a plan, then follow it. For instance, you might start by making a list of the contacts you regularly turn to, then broaden that list with online contacts you don’t know quite as well. Next on the strategic agenda: cold-calling.

7. Give like there’s no tomorrow
You’re not in kindergarten, but the golden rule still applies. If you want someone to do something for you, be generous in turn. Helping people is a great way to get noticed, so make introductions and do small favors whenever you can. Especially when giving costs you nothing, as is the case with a short positive review or testimonial, it’s a savvy thing to do.

8. Follow up
Although “following up” can seem synonymous with “badgering the heck out of,” that’s not true. When you wait a respectful amount of time before checking back in with a potential employer, client or contact, you appear conscientious and organized. Just don’t go overboard: If someone doesn’t get back to you after two attempts, beat a quiet retreat.

9. Keep it local
Your grandfather often didn’t have much of a choice, but you do. While networking outside your area isn’t off the table, you may get further in your hometown. Equal opportunity is a nice idea, but in reality, people like to help others in their own community. Plus, when it comes to the job search, employers usually respond better to applicants who don’t have to move.

10. Be polite
Good manners consist of more than “please” or “thank you.” They also require that you respect the time, interests and energy of others. If you’re pitching an idea, for instance, check in with phrases such as “Would you like to hear more?” This tells your listener that you care about them and value their opinion, which increases your chances of actually getting a yes.

Sarah Beth Moore is a freelance writer and web designer living in the Pacific Northwest. She has a master’s degree in education as well as journalism, and blogs at http://positivelydreaming.com.

Brazen powers real-time, online events for leading organizations around the world. Our lifestyle and career blog, Brazen Life, offers fun and edgy ideas for ambitious professionals navigating the changing world of work.

View the link below to see the grid…Which box do you fall into?

https://www.linkedin.com/today/post/article/20140806165720-15454-the-right-and-wrong-reasons-for-changing-jobs

As the job market heats up, it might be time to update your LinkedIn profile. Just updating your profile is a clue to the folks at LinkedIn that you’re thinking of switching jobs, so don’t be surprised if you see more job opportunities pushed your way as a result.

But don’t overreact. Leaving a job to minimize pain should not be the primary reason for accepting another job. This idea is captured in the Job-Seeker’s Decision Grid. The bottom half of the grid represents the reasons why people consider switching jobs. The upper half represents reasons why they accept offers. These negative and positive motivators are divided into extrinsic (short-term) motivators shown on the left, and intrinsic (long-term) motivators shown on the right.

When considering a job switch, too many candidates overemphasize what they get on the start date of their new job – a title, location, company name and compensation package. While positive, these are short-term and if the job doesn’t represent a long-term career move, job satisfaction will quickly decline and the negative motivators will quickly reappear. I refer to this as the “vicious cycle” of dissatisfaction, underperformance and turnover. The decision grid can help job-seekers make more balanced career decisions, even when the pressure to leave is overwhelming and there’s a sizzling offer in hand.

Consider changing jobs when the intrinsic negatives outweigh the positives.

Quickly review the descriptions of the four categories. There is no question that if your job is “Going Nowhere” it’s time to change jobs. If the “Daily Grind” is getting you down, you should consider some short fixes but changing jobs should be just one of your options. The big problem for most job-seekers is that when given an offer there is usually not enough information available to make a full long-term career assessment. This is largely the fault of the company, hiring manager and recruiter involved in the process. In their rush to fill jobs as rapidly as possible with the best person who applies, little thought is actually given to the actual job itself and the potential opportunity it represents.

In this case, it’s up to the discerning candidate to better understand that what on the surface might appear to be a fine career move, underneath might be next year’s excuse for why you want to change jobs again. Here are some simple things you can do to conduct your own career due diligence.

1.Understand real job needs. Ask the recruiter and/or hiring manager to define real job needs. If you get a sense the interviewer is flaying about ask, “What’s the most important goal the person in this role needs to accomplish in order to be considered successful?” Then follow up to further clarify job expectations, finding out the scope of the job, the resources available and the importance of the job.
2.Convert “having” into “doing”. When someone starts box-checking skills or asks a brain-teaser, ask how the skill will be used on the job. If the person stumbles on this, you have a clue that the job hasn’t been defined too well.
3.Find out why the job is open. The point of this question is to discover if there is some inherent problem with the job or if it’s the result of a positive change.
4.Ask what happened to the last person in the role. This is often a clue to the manager’s ability to select and develop people.
5.Ask how performance will be measured. Be concerned if the hiring manager is vague or non-committal. Strong managers are able to tell you their expectations for the person being hired.
6.Go through the organization chart. Find out who’s on the team and who you’ll be working with. You’ll want to meet some of these people before you accept an offer. If you’re inheriting a team, ask about the quality and your opportunity to rebuild it.
7.Ask about the manager’s vision for the department and the open role. This will give you a good sense of the capabilities of the hiring manager, his or her aspirations and the upside potential of the open job.
8.Understand the manager’s leadership style. There could be a problem if the manager is too controlling or too hands-off, reactive or a planner, or a coach or a super techie, etc. The point: make sure your style meshes with the person you’ll be working for or you’ll be disappointed in a few months.
9.Find out the real culture. Ask everyone you meet how decisions are made, the company’s appetite for change, the intensity, the politics, and the sophistication of the infrastructure. Don’t buy into the platitudes and fancy vision statement.
When considering whether to accept an offer or not, don’t get seduced by your desire to leave or by the Big Brass Employer Brand and what you get on Day 1. These will all become less important 3-6 months in to the job. Instead emphasize what you’ll be doing and learning, the people you’ll be working with and how this all meets your career and personal needs. This is how to prevent the “Daily Grind” from becoming too big an issue and a “Going Nowhere” job from becoming your next excuse for leaving.

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Lou Adler (@LouA) is the CEO of The Adler Group, a consulting and training firm helping companies implement Performance-based Hiring. He’s also a regular columnist for Inc. Magazine and BusinessInsider. His latest book, The Essential Guide for Hiring & Getting Hired (Workbench, 2013), provides hands-on advice for job-seekers, hiring managers and recruiters on how to find the best job and hire the best people. You can continue the conversation on LinkedIn’s Essential Guide for Hiring Discussion Group.