Recruiters and Their Impact on the Human Resources Industry

Job recruiters in general are more visible today than they were a few years ago. They are making an impact on the human resources industry.

They need to have an in-depth understanding of the industry to succeed. The benefits of hiring a recruiter with an understanding of the industry outweighs the benefits of hiring a recruiter who is not knowledgeable.

The amount of work a recruiter has to do with any given project is daunting, but this task is made simpler for those who have the time and the money to hire one of the most effective industry professionals. In fact, recruiters who do not understand their industry have a very low chance of succeeding. A recruiter who knows their industry and knows the demands of that industry will stand a greater chance of success.

Recruiters have had a double-edged sword in the past. That sword is how do you find and hire a recruit who understands your industry and who knows what you need. The other sword is how do you find and hire a recruiter who will provide an education or training that is not just on the job but also on the outside of the business.

Now we have the best of both worlds. Those that understand your industry and the needs of that industry and those that understand the industry and the needs of the employer. Recruiters who understand both sides of the business industry have the unique ability to train the future leaders of the company.

The most important thing that recruiters can do for you is provide education. While job hunting can be time consuming, it is important to remember that each and every single career move we make have a direct impact on our future.

If you are a new manager of a company, your first decision should be where to get the most out of your job hunt. Most managers would rather spend the time finding a right match rather than spending the time it takes to find that perfect candidate.

When you are looking for a position within your organization, many companies will take you seriously if you know the job market. For those that don’t, the benefits of a recruiter are hard to argue with.

With large corporations having so many employees and needing a recruiter to fill positions, there are a lot of positions that require a recruiter to provide an education and training. No matter which decision you make, you should always look for one that can provide both.

Once you are aware of the pros and cons of each kind of recruiter, then you can make a decision to make sure that you are looking for the appropriate candidate for the positions you have to fill. Just remember that the best option is usually the one that does not require you to spend any more time in the field searching for a suitable candidate.

You can go through a career change from the recruiter to the recruiter and back again. If you find a recruiter that you trust and that has the proper education and experience, they can be just as effective as the person that they hired earlier.

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Cover Letters and Recruiters

When contacted by a recruiter for a specific opportunity, the following technique can differentiate you from other job seekers since you will be competing against other well-qualified candidates.

Here’s the scenario and how to gain a potential edge:

You have been contacted by a recruiter regarding a specific opportunity. You are interested and qualified and the recruiter is willing to submit your credentials to the employer. Ask the recruiter if there is a job description or job posting. If so, get it and read it. In the same conversation or a follow-up call, tell the recruiter that you are going to send a brief cover letter (by email) regarding the position. Most, if not all, recruiters will accept the letter. Ask the recruiter, at his or her discretion, to include the cover letter as a part of your submission to the employer. Here’s why: Many recruited candidates don’t bother with cover letters because they think a recruiter’s involvement makes a cover letter unnecessary. Differentiate yourself from your competition and showcase your accomplishments and qualifications by writing a cover letter (remember the word cloud technique, which could help). Employers will note that you took the time and effort to write the letter, and draw the conclusion that you must be more interested than some of the other candidates who did not. And when the letter gets read, you have differentiated yourself even more.

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Marketing Emails—Proactively Marketing Your Professional Credentials

Proactively marketing your professional credentials by email directly to hiring executives is an effective job-search technique that drives straight to the heart of the hidden job market. With reference to the Cover Letter Success Formula, write a compelling email cover letter.

Marketing emails essentially follow the identical formula for content as any other letter with some distinct differences that should be observed to increase effectiveness. These differences include:

Subject Line. Good use of the subject line is vital. It must be short and attention-getting. A poor subject line would read: “Accountant looking for work.” A good subject line would read: “#1 Provider Technology Sales Representative.”

A very good approach is using your Headline from your LinkedIn profile, and then modifying it as needed using your professional judgment.

Inside Address. This is a communication sent by email, not by the US Postal Service. Do not put an inside address in the email. A date is unnecessary as well.

Attaching a Resume. Here you have to make some decisions. Some companies have servers with robust firewalls that screen out all unfamiliar emails with an attachment. You can either send an attached resume or not. If your email that had a resume attached is returned with an undeliverable kickback, try again without the resume attached. Another consideration is your current employment status. If you are unemployed, it is recommended that you attach a copy of your resume. If you are currently employed, think through whether you want to provide a copy of your resume. You may decide to be selective and send a copy to some companies and not to others.

When it comes to attaching a resume, customize the name of the document. It should at least be your first and last name with a space between them e.g., John Smith.docx. A better approach would be your name plus a branding statement e.g., John Smith Lean Six Sigma. docx. Or, add a position type or function e.g., John Smith Senior Engineer.docx.

Close. Your close should be different due to the “reply” function with emails. It is recommended that you ask the recipient to act in response to the email. An example of a good close would be:

“If you have an interest or a need for a proven account manager with a documented track record of success, please reply or call me.”

Telephone Number. Always put your telephone number in your marketing emails. The hiring executive may want to bypass the reply button and speak to you directly. Give them a way to do so.