Are you making it easy to hire you? Or are you making it hard?
At Ladders.com, we know a few things about how to make $100K+ hiring managers and recruiters pretty darn excited. Here’s a bit of feedback from this week:
You guys are incredible! We’ve hired several employees through your service and will be looking to hire about twenty more by the end of June. Thank you for providing such an extraordinary two-way opportunity.
Thanks, Jim! Here’s another:
As promised I wanted to say a few words about your website(s), Ladders.
Your site is an amazingly effective tool for Recruiters! The amount of qualified responses to our postings has been remarkable. I plan on continuing to use the site and referring my colleagues to this treasure trove of talent.
Thanks to you for your continued support – you are marvelous in the customer service department. While I know you must have hundreds of clients I am left feeling special each time we speak. Thanks again and again Jamie!
Because of our industry experience as veteran executives at HotJobs.com, and our laser-like focus on just the cream of the crop here at Ladders.com, we’ve learned quite a bit about how to love the customer and get great candidates connected to great jobs like the more than 5,000 new $100K+ opportunities in this week’s newsletter.
And we’ve made it very easy for recruiters to hire our candidates by sticking to our mantra:
We don’t accept money from hiring managers and recruiters. Our sole source of revenue is our membership dues from our 290,000 great professionals. It’s always free to send your $100K+ jobs to our subscribers.
So we’re doing our part to make it easy to hire you. Are you doing yours?
There are likely dozens of jobs out there waiting for you today in the hands of HR managers and executive search people. And because their job success is measured by how quickly they can hire talented people for the jobs they have open, they really want to meet you. And quick!
So are you making it easy for them? Do you understand what they’re looking for enough to give it to them? And give it to them good?
Well if you don’t mind me taking just a bit of time to give you an industry primer, I think I can help you make it even easier for those recruiters to find you and get you started in your next great role in life, my dear Readers.
A whole heaping bunch of you write in each week to ask something along the lines of ‘say, Marc, how can I hire a good headhunter?’
Well, it doesn’t quite work that way, folks, so let me explain.
Headhunters, or executive search consultants, are hired by a company to quickly and efficiently fill a role. Now this service comes with a price tag involved typically 20% to 33% of the position’s first year compensation. That might seem really high, but the (1) specialized knowledge of executive search firms and the (2) recruiting and sales skills they need to bring to the job really do demand this level of compensation.
And the remarkable success of these specialists is exactly why companies frequently ‘outsource’ their recruiting needs to outside executive search firms. In some cases, for as many as 50% of their high-end positions. The specialized knowledge and skill of a consultant who has filled similar roles dozens of times over the years makes this seemingly large cost a very good value for the hiring company.
So a headhunter, in his or her day-to-day existence, is most concerned with the successful completion of their open searches. For a particular professional, this will be just a handful of jobs at any one time.
And when you’re speaking with a recruiter, you’ll need to keep this in mind: how can I make it easy for this recruiter to fill this job with me?
So if you match the requirements for a particular opening that the headhunter has right now? fantastic! They’ll want to bring you in and find out as quickly as possible if there’s a good fit.
If you fit the general mold of the searches that a particular headhunter commonly fills, but nothing specifically on their plate today, then of course, they’ll be interested in keeping your resume ‘on file’ for future opportunities.
And if there just isn’t a match between your skill set and the types of roles that that particular recruiter concentrates on, no amount of persuasion is going to make that relationship work for either of you.
So how can you make it easy for recruiters to hire you? How can you best assist an executive search professional, or, for that matter, an internal company recruiter, in doing their job really well?
The answer is simple.
You have to have a crystal clear focus. Be opinionated about the job you want. Explain exactly who you are, what you’re looking for, and why the former leads inevitably to the latter.
A recruiter who hears you say ‘oh, I’m just looking for something new in a new industry’ won’t know how to help you.
You see, they need a story for each candidate to convince the hiring decision maker to take time out of their demanding schedule to meet you. A story that sings to the needs of that manager, that particular company, and that particular role.
They need to be able to say to the hiring manager: “You’re looking for A, B, C, and D. This guy has tons of A & B, quite a bit of C, and has shown great promise for developing D.”
So your pitch needs to be:
“I’m looking for a senior sales manager role in a fast-growing start-up in business process outsourcing.”
“I’m great at sales.”
It needs to be:
“I love treasury and want to continue applying my experience in a Fortune 500 environment while developing my all-around financial knowledge.”
“I’ve been in finance all my life and would like to do something in that or maybe operations, or even marketing!”
You must pitch this way:
“I’ve been a direct marketer for 15 years for great brand names and learned a lot about balancing the demands of effective acquisition methods with the requirements of brand positioning, so I think I’d be great at the role as described.”
“I can help your marketing programs because of my past all-around great experience.”
By having an opinion about the type of experience you have, and the best roles which you?d be suited for, you communicate to the recruiter that ‘hey, here’s somebody who is going to interview well and make a great case for why they’re right for this particular job.’ And that gets the recruiter excited, because a great interview and a great set of relevant qualifications are the best and shortest routes to their own success.
Now I know how hard this can be. Particularly if we’re really very, very eager to get into our next role, the tendency as job-seekers is to not want to pigeon-hole ourselves. To not close any doors. To not rule out any possibilities.
But it’s very important that you do close some doors. It is very important that you do communicate to the recruiting professional that there are very definitely right and wrong positions for you. Because somebody who says they’ll do anything is not convincing as somebody who will do that one role really well.
And lastly, this is critically important for your job-hunting success because of time.
Among all the demands on your time this week, you’ve set aside a certain number of hours to focus on that next great role. Job-hunting can be exhausting, and even on our most active days, there is really only so much calling and interviewing and networking we can do before it really gets us down.
And if you fritter away those precious few hours on applying for and pursuing roles that aren’t right for you, two things are going to happen.
One, you’ll get discouraged about your artificially high failure rate (I always feel sorry for those people quoted in ‘bad economy’ newspaper articles who say they’ve applied for more than 2,000 or 3,000 positions without success. Great effort misapplied is a great tragedy.)
And two, you’ll miss out on some of the jobs that are really right for you.
It’s important that as you review the amazing jobs we have collected for you here this week that you stay focused. Have an opinion. Apply for the jobs that are right for you, and then follow up like a house on fire on those jobs.
The right jobs.
Use your hours wisely. Use your patience and attention span wisely.
And that, my friends, is the best way to make it EASY to hire you. And it’s also the best way to make your job-hunt efficient, effective, successful, and most importantly of all.
JOBS ACCEPTED BY SALESLADDER SUBSCRIBERS THIS WEEK Just as reported – typos and all…
|Account director||$120,000 plus open commission|
|account director (sales)||$110k|
|Client Executive (Sales)||$150K|
|Consulting Sales Manager||120,000|
|Director, Commercial Sales||$135,000+|
|Director – Systems Integrators||$200K total|
|Director, Business Development||$100k base $190 plan|
|Director, Sales and Business Development||135000|
|Equipment and Aftermarket Sales Specalist||100K + total, salary+comission|
|Global Account Director||145K|
|Group Sales Manager|
|Managing Director for Development||$120K|
|Managing Director, Americas||$100k + bonus + equity|
|National Account Manager||100,000|
|National Broker Manager||125-150k|
|National Business Dev Mgr supporting IBM|
|Regional Sales Manager||base 55K annual 195K|
|Regional Sales Manager||$120K|
|Sales Engineer||$110,000 per year|
|Senior Account Executive||0 to 150,000|
|Senior Director of Outsourcing||$160K plus 35% bonus|
|Senior Vice President||$225K|
|sr. account manager||$120,000+|
|Territory Sales Manager||250,000|
|Vice President Sales and Operations|
|VP – General Banking Distribution Finance||$150,000|
|VP Business Development||125000|
|VP Business Development||>120000|
|VP Sales||100,000 + Bonus + Stock|
|VP Sales & Mktg||$270,000|
|VP Sales Western USA||150000k at plan|