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More Behaviors for a Successful Job Search

Even for the coolest of people, looking for a job in the current economic conditions can be scary. You can easily feel like ň€śjust a numberň€ť out there with many others. What can you do to set yourself apart from the crowd? Following are some behaviors to keep in mind that can give you an edge in landing a new position. This article is the second in a series reviewing ň€śmust doň€ť behaviors to be mastered in the interview process.


Cover Letter Email Sample

One of the many annoyances that people get in this economic trough these days could well go to the one rejection after another of the cover letters. This recession has definitely left millions unemployed. Even the most talented and qualified people find it a much frustrating experience to send all those pointless cover letters which don"t even seem cause a ripple back . Do you have the same feelings when each time you want to send a cover letter in exactly the same way as before? Maybe all you need is a change.


9 Tough Questions for Recruiters

So, how do you look behind the suit? How do you find a recruiter that can really add value to YOUR business?

Ask some tough questions:

1. Will you play SWITCH?

This is where a senior, experienced recruiter comes in and sells you on their services. You brief them on your role, and then you find they are not doing the work. This happened to me a few years ago when I brought a specialist recruiting firm in to work with one of my clients. The junior and inexperienced person had not been at the briefing and only had 6 months in recruiting - and so had no clue about the nuances of a difficult job to fill. What a time waster for my client.

Now, once you know this person will be doing the work for you ň€¦.

2. How long have you been in the trenches?

Do you want a newbie learning at your expense? Itň€™s ironic given what they do, but recruitment has a huge staff turnover because recruiters who canň€™t generate sales donň€™t survive. This is a problem as employers need advice to hire well - but many recruiters are inexperienced with no time to learn skills.

3. What recruiting have you done in my industry sector recently? How many similar roles in my sector?

4. What salary will I need to pay to get quality applicants?

5. What organisations are likely to have good candidates who may want to move?

6. Can I talk to some of your clients about the service you provide?

7. Can you show me a list of people working in similar roles?

This one really sorts them out! Especially if you donň€™t give them much notice. However, you cannot expect to keep the list.

8. Do you supply a list of all the applicants who apply to the advertisements we pay for? Are you happy for us to speak to some of the applicants?

9. Do you provide the applicantň€™s original resume?

Some firms like to retype to ň€™standardise themň€™. If they do, insist on the original also. Helps ensure that their retyping is a fair reflection - plus you get to see the applicantň€™s writing skills.

These questions get to the heart of whether a recruiter is experienced and a specialist who can really help you. If theyň€™re not, why are you using them?






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