A recruiter’s success is based on finding the right talent to help clients hire the best available person. Knowing how to help recruiters recruit you will go a long way in demonstrating that you are the best candidate! This article presents key tips from executive recruiters Al Chase, David Teten and Michael Robinson on what recruiters expect from top-tier candidates. Make their job easier, and distinguish yourself in a positive way. The results could lead to your next opportunity.
1. Cookie-Cutter Resumes and Letters Don’t Cut It
Remember that you are unique. What accomplishments, experiences and personal qualities do you offer that will give you an edge above others with similar job titles, employment history and education?
Communicate your distinctive success stories to get noticed by recruiters.
Cookie-cutter documents communicate lack of creativity, and mass mailed or generalized materials are easy to spot by savvy recruiters. Avoid large untargeted resumes blasted to search firms who are not specialists in your field; they will likely be relegated to the unsolicited file never to see the light of day again.
When responding to a recruiter’s ad, customize your cover letters and resumes to compliment the specifications of each position. Addressing a letter to “Dear Recruiter” when the ad lists their name will not score points. Recruiters notice the details, so address your cover letter to the recruiter by name.
2. Only the Qualified Get Invited to “Dance”
The Internet has dramatically changed how job searches are conducted. With the click of a mouse, you can distribute your resume to thousands of employers and search firms. Unfortunately, it’s not a numbers game—never has been—and recruiters are inundated with resumes from unqualified candidates.
The best way to gain credibility with recruiters is to apply only for positions for which you are qualified. Sorting through the large volume of unqualified resumes that recruiters receive takes precious time. Therefore, scrutinize each ad carefully for the list of stated qualifications that are required. Ads for positions that are not a match or vaguely appeal to you won’t get you closer to your ultimate goal of landing the career you deserve and want. Save your time—and respect the recruiters’ time—by concentrating on the ads for which you meet all of the requirements listed.
3. Accept “No” For an Answer
Recruiters are not shy. If you’re a match for a search they are working on, you will be the first to know. By the same token, know when to accept a “no” and avoid calling repeatedly for months after a search is completed. If you do, this is one bridge you are likely to burn.
If you didn’t get the job because another candidate was more qualified, gracefully accept this decision. Conduct a productive search campaign by focusing your efforts on pursuing multiple opportunities simultaneously. If you do, then you won’t be placing your energy and expectations only on one position at a time, which will limit your speed of results and motivation when an offer doesn’t come through.
4. Call First and Wait For an Invite.
Unemployed executives have been known to show up unannounced at recruiters’ offices expecting a short interview or conversation. Place yourself in their situation. Would you be willing to be interrupted from a meeting at your office to meet with a “dressed up stranger”? Even if they are available at that moment, they are not likely to see you. Their advice: wait for an invitation.
5. Digital Decorum and Distinction
When communicating by email, recruiters offer the following “digital dos and don’ts” tips for winning them over. Here’s how:
Avoid writing emails in ALL CAPS and inserting emoticons.
Email your resume as an MS Word attachment (unless otherwise requested, of course)—no PDF file (they are difficult to forward, need specific software and take too long to download). Don’t send a ZIP file (mainly because email cannot detect viruses common in ZIP files, so recruiters often don’t risk it and delete them). Don’t send MAC files or insert url links asking to scroll through your homepage and open up your resume. Time is of essence, and MS Word is the quick and easy business standard for files.
Name your resume and cover letter file by LastnameFirstname2006Resume. For example: SmithJohn2006Resume. Easy to find, easy to file, and easy to identify. Recruiters want to match you, but can’t possibly sort through hundreds of “resume.doc” files to locate your documents. Make yourself easy to find, and easy to remember. This small professional touch can help make you stand out in the recruiter’s mind—and database.
Make your ASCII (Text Only) resume easy to read on a computer screen and get through a scanning systems. A few key tips: Avoid tables, columns, boxes and templates since they usually get garbled in translation. Recruiters recommend “taking your resume for a test drive”—check it out first by copying and pasting it into WordPad. Remember, not only does your resume need to be initially screened easily, it needs to be stored for future job matches by your recruiter, as well.
While this list is not an exhaustive list, it highlights the virtually non-negotiable requirements recruiters look for from savvy candidates. Recognize uniqueness in yourself, recruiters and employers by tailoring your marketing materials to reflect it. Common courtesy and the “little” details go a long way toward making your first impression the right one. Make it easy for them to find you and review your qualifications by using these simple tips. It can make all the difference in getting recruiters to call YOU over the competition.
