Q&A with Recruiters
When an economy is in transition companies use contractors to meet urgent needs when hiring is not possible or staffing reductions created a greater impact than projected. This is just one of the many areas a professional Recruiter can bring value to your job search. Currently we see both contractors and Full Time Employee positions being staffed with most of it being from the "Hidden Job Market".
For October we will present a panel of professional Recruiters, drawn from three different areas of the employment market with each handling various positions, to share their perspectives about:
- the Recruiter's "Secret Jobs List" and how they get it
- what a Recruiter actually does besides not return every e-mail and phone call (and why that is not possible)
- what is the best way to work with a Recruiter
- what expectations Recruiters have from you and you should have from Recruiters
- the infamous "Stupid Applicant Stunts" from frequent and very preventable mistakes we make
- the special things an applicant does that catches their attention.
- their personal perspective on where employment is now and where it may be during the next 4 - 6 months
As always attendees are expected through their individual and collective conduct, in all forms and at all times, to remain professional.
We want to allow attendees the opportunity to raise their own questions. To support a productive session we have additional ground rules for this event:
- there will NOT be any recruiting conducted or resumes exchanged at this event;
this is NOT a Job Fair.
- questions on handling age, health, disability or length of unemployment issues/concerns are legitimate.
Any comment, question or suggestion Recruiters discriminate are way out of bounds.
- We are hear to learn from the panel's experience, insight, and advise.
We are not here to accuse, attack, defame, insult, humiliate, embarrass, or lodge grievances against anyone.
- anyone who becomes a disruptive factor to the event as determined by the Moderator or who can not or will not abide by these ground rules will be asked to leave by the Moderator.
- We will not any advanced registration.
- All planning to attend should arrive early as these sessions are well attended and questions are usually asked up to the last minute. Once we're full, we are full.
Event Date / Time / Place
Date: October 12, 2013
Time: 9:00 AM to Noon
Place: Hope Church Map to Hope Church Map of Hope Church
8500 Walnut Grove Link for Hope Church
· Use the parking lot in the southwest area of the Church facing Walnut Grove in the
vicinity of Entrance 1 (see illustration below)
· Enter the Church using the doors on the RIGHT side of Entrance 1
· Upon entry make two quick right turns where you will see stairs to the second floor
· At the top of the stairs, directly across the hallway, is Room 230 where we meet
Some background about Recruiters:
Recruiters can work in one or more of the following key roles:
- Retained Recruiter
A company commits to pay a Recruiter for their professional services to find potential candidates for the company. If one of the potential candidates are hired by the company the Recruiter will receive additional compensation. Frequently the company engages only one Recruiter for a given position which are generally higher level and executive positions. Retained Recruiters may use any number of resources to approach a potential candidate including known corporate officers, LinkedIn, professional association speakers, high profile people within an industry or segment, etc. This type of search is normally very low profile.
- Contingency Recruiter
A company offers one or more Recruiters to locate potential candidates without any compensation or obligation pertaining to the individuals submitted. If the company selects one or more of the submitted individuals to be hired, the company will compensate that Recruiter based on a negotiated fee. The positions are generally professional across a wide range of levels from entry to experienced individuals including into the upper non-executive levels. Contingency Recruiters may use any number of resources to approach a potential candidate including those used by Retained Recruiters plus public listings via job boards, their own web site, advertisements, etc. This type of search is normally a higher profile search but in current economic conditions may be a low profile search at first avoiding public job postings.
- Corporate Recruiter
A company uses an internal team of Recruiters to find potential candidates for positions within the company. These positions generally run the spectrum of openings with the potential exclusion of executive positions. Corporate Recruiters may use any number of resources along the same lines of a Contingency Recruiter. The approach of the company will vary greatly depending on the company image, the type of position involved, and business needs and may range from traditional methods to Social Media using LinkedIn, Twitter, Corporate Blogs, etc. A corporation may use Retained or Contingency Recruiters despite having an "in house" team for senior and executive positions or as part of a staff augmentation effort.
The CT Groups extends their continued thanks and appreciation to Hope Church
for their continued support of these free events for those in career transition and
to the recruiters who volunteered their Saturday morning to support this program.