They Asked Me

Over the years many people have asked me how I got started in recruiting and why I did. There are several reasons:

  1. I don’t believe in coincidence; everything happens for a reason. I happened to be in a place in my life where I knew something had to change for the better. I just didn’t know what. Then a friend told me about a guy who was looking to hire someone to help him in his business, which was a staffing agency. I applied for the job and, to my astonishment, he hired me. My first assignment was when he put a resume on my desk for an Applications Engineer. He handed me the phone book and said, “I don’t want to see you or hear from you until you’ve found a home for this guy.” After processing that for a minute, I put my head down and got to work. I knew I didn’t have time to get scared about what I didn’t “know.” Obviously the first few phone calls I made, talking with hiring authorities, they knew how green I was. One guy asked me, “How long have you been doing this?” I said, “About 20 minutes.” He laughed so hard, but also really appreciated my honesty and told me so. At that point, in what was to be a life-long career, I didn’t know what I didn’t know. (BTW – I did place that candidate in a new job – wow!) I was on my way and never looked back.
  2. As for the reasons I do this and have for so long, there are many, but the primary one is that it allows me to affect others’ lives in a significant way. When I place someone into a better situation than they’re currently in, whether it’s direct hire or a contract position, their circumstances inevitably improve. And on the client side, this new hire has made the hiring authority’s job easier. The new person will be an asset to that company’s productivity.
  3. Another reason is that I like building and maintaining good relationships. It’s a known fact that companies and people do business with people they know, like and trust. The trust factor is HUGE! It has to be there in order to have a continuing relationship. And how do you create that trust factor? By being real; by being who you are; by asking the right questions so that your prospective new client knows that you’re listening to their needs. One of the ways I like to do this is by asking, “What’s most important to you when you decide to hire someone? (Listen and write it down). Then ask, “What else is important to you?” (Listen and write that down). Then ask, “What else?” Ask, Ask, Ask! And when you’ve placed someone into a new job, you almost always have their trust and loyalty. It’s a win-win all the way around.

Marketing Scripts_peI truly hope these tips are helping. For more information, you can visit my website and see if there’s something there that can get you closer to your goals.

Until next time, have a great day!

Darryl

EZRecruiting

Advertisements

20 – 30 Seconds

Resume

It all starts with a resume. Sadly, there are still a lot of people who don’t know how to use theirs as a sales tool. They simply list their current and previous employers, along with a synopsis of their duties in those positions. Big mistake!

A good recruiter knows that hiring authorities take, on average, only 20-30 seconds to review a resume. Yeah, I know … that sucks but it’s the truth. And if they don’t see something right away that hits their hot button, they toss the candidate’s resume into the pile and the job seeker may never hear back from that company. Which leaves them wondering and, most likely, feeling less than confident about their skills.

It’s the recruiter’s job to talk to the job seeker and find out what could set them apart from the pack so that they stand a much better chance of getting hired. It’s also their job to sell something we in the industry call S.A.M. = Saved. Achieved. Made. In other words, what did the candidate Save, Achieve or Make for the companies they worked for? And on the other side they will talk with the hiring authority to find out exactly what they’re looking for in a qualified individual for their opening.

More to come … stay tuned … and have a blessed day,

Darryl

EZRecruiting.com