Posted by Ashley Ryall on Wed, Jan 25, 2012 @ 02:01 PM
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In the last week, we polled our friends, family, connections and job seekers to answer this question. Some have previously worked with recruiters, others have not. All had their own individual ideas about they want in a Recruiter…here is a summary of their responses:
Give my candidacy some thought. A good friend who currently works as a Data Analyst for 
a supply chain solutions company affirms that if he were looking for a new opportunity, he would “like a recruiter to take what I have said into account, give it some thought and invite me back or call me with jobs that s/he knows will interest me. Also, I have found the recruiters who impressed me the most were the ones that didn’t give me false hope, kept me in the loop and found time to chat—which helped ease my job search concerns.”
Take the time to consider the entire package I bring to the table and pitch me creatively to your hiring managers. I want you to understand not just where I have been, but where I am headed. What if I am undergoing a career transition? “Please do not try to lead me to consider or say “yes” to a position when my interests lie in a different field.”
Make sure both parties win. Another friend of mine who lives in Vermont working as a Product Engineer says “The best recruiter will work with a large number of companies to find me the best salary and a good mutual fit for me and the hiring company.”
Listen—do not assume that each candidate has the same set of job requirements. One person’s high paying salary requirement is another person’s ideal location. “It’s always reassuring to know that my recruiter has my best interests at heart,” says one job seeker.
Use Skype. It can be difficult to rearrange schedules during the day especially if we are currently working. One candidate we spoke to says “Skype is a tool a large percentage of us are familiar with, and it acts almost the same as an in person interview. Recruiters who work with clients to facilitate on-line interviews have an advantage.”
Confirm that your Yelp reviews are positive. “Job seekers want confirmation that they are putting their future in good hands…remember we are looking on Yelp before we call your office to see what others think of you”, says a tech savvy candidate living in the Boston area.
Reconnect with me more than once. “One of the things that impressed me about my John Leonard Staffing Consultant was that he returned my emails and voicemails. We want to be more than just a number and stay on your radar.”
Did we hear you correctly? If there is something we have missed, feel free to add it in the comments section below.
(and don't forget to keep reading below)
Posted by Ashley Ryall on Wed, Jan 25, 2012 @ 01:28 PM
Our agreement with you is based on trust and honesty. Tell us your critical job requirements and where you are flexible. “Be open about your current status in the job search (where you have interviewed/where you are currently interviewing)”, says Laurisa Neuwirth – Account Executive. “We want to be efficient with our time and know where to focus our efforts in finding you a new opportunity.”
We need certain information in order to best advocate on your behalf. Communicate what positions and sectors you are interested in and which ones you want to steer clear of. Be aware of your personality strengths and how you operate so we can best gauge what types of work environments you might thrive in.
Reconnect with us! With Greater Boston’s increasingly healthy job market, local and out-of-state professionals are flocking to this area. Unfortunately even with the best of intentions, sometimes “out of sight is out of mind”. Take control of your job search and keep open lines of communication…” Stay on our radar by checking in with us regularly,” Laurisa recommends.
Posted by Ashley Ryall on Fri, Jan 13, 2012 @ 12:18 PM
What is the typical time frame from coming in to meet with you to how quickly you can place me?
This answer is determined on a case-by-case basis. Staffing Consultant- Temporary Division Elyse Gonsalves encourages you to be open to a range of opportunities within your interests. “The more flexible you are about the nature of the position, the greater your chances are of solidifying a new opportunity in your preferred timeframe.”
What types of jobs do you get, and what types of companies do you service?
Positions range from administrative to C-level across multiple industries, and while John Leonard has been successful within certain verticals, our footprint continues to expand into new landscapes. Every day, we juggle our open jobs, looking for one person who can wear several hats and thrive in a small business environment while simultaneously seeking out another professional who has stability at one position and whose strengths are anchored in that role.
When we consider you for a position, we provide you with a detailed blueprint of your potential employer: who they are, how they function, and what their goals are. Certain staffing agencies are limited to specific types of businesses and industries, so make sure you do your research.
How is the Greater Boston job market?
The market is cautiously optimistic, but improvements will still have to be made. Technology, Accounting/Finance and Marketing are just three verticals on the upswing, specifically within Boston’s emerging areas. As employers are becoming more comfortable with the current economic climate, they are looking to partner with agencies which have the resources and focus to fill their open positions with untapped talent.
Do a lot of companies use agencies?
Yes. Firms and organizations come to us with a range of agendas, so it is our responsibility to understand exactly what they are looking for in a candidate. According to Jon Singleton, Staffing Consultant-Direct Hire Division, “Some of our client employers are in urgent need of someone and want to see candidates yesterday.” Other hiring managers foresee a need in the near future and put the opportunity on our radar. We respond to each of our clients’ needs on a case-by-case basis to ensure we find the right person for the job, regardless of the timeframe.
Candidates want to be sure that they are partnering with a reputable staffing firm and
a knowledgeable recruiter—someone who ultimately knows the current trends of the market and has their best interests in mind. John Leonard’s Manager—Direct Hire Division, Rob Harvie, asserts, “It is tough enough for candidates not to have a job, but they will not waste their time running around in circles with agencies who are not up to speed.” Rob has no doubt that, “as this year continues, many candidates will ask the above questions before stepping foot into a staffing agency.” If job seekers do not get the answers they are looking for, they will move on in search of a firm who has them…I believe John Leonard is one of those firms!
What questions do you have that we haven’t answered? Post them below!