Here’s a great way to answer a tricky interview question!
In my work with jobseekers, I often encounter a lack of basic understanding about recruiters. This can really hurt you when pursuing new career opportunities.
Here’s some information to quickly get you up-to-speed:
* Internal recruiters, also known as “corporate” recruiters, work within an organization. They usually get paid by the employer who has the available job.
* External recruiters, also known as “independent” recruiters, do not receive a paycheck from the employer who has the open job. They work for someone else, either a recruiting firm or agency, or simply for themselves.
Let’s go over the advantages (and possible disadvantages) of working with an INTERNAL RECRUITER:
–Insider perspective. They know how a company REALLY works and usually have deep relationships within the organization (including hiring managers).
–Getting introduced to the hiring manager by an internal recruiter is usually a signal that they’re SERIOUSLY INTERESTED In you for the job.
-They can get you on the “inside track” if convinced you’re the best person for the position.
-Sometimes they will even coach you in navigating the various personality types and hiring procedures within the company.
–Their allegiance is ultimately to the employer, and that can cause problems if you get caught in a clash between 2 key decision-makers, etc.
–You always need to watch yourself with an internal recruiter (because they’re always watching you). You can’t confide vulnerabilities and offer “straight talk” on concerns as you might do with an external recruiter.
–They will not hesitate to block you as a candidate if you try to go around them to the hiring manager.
KEY TAKEAWAY: You must ALWAYS present your strongest, most polished self when dealing with internal recruiters. They’re not “on your side” during the hiring process. Don’t ask for special favors, and don’t assume they have control over interview scheduling, salaries, etc.
I’ll give you the low-down on EXTERNAL RECRUITERS next week!
Ready to take your career to the next level?
Anish shares a step-by-step strategy for creating a Job Search CHEAT SHEET that will generate more interviews and shave months off of your search!
What’s the difference between a candidate who has a clear and powerful career “journey,” one marked by upward steps at each turn, and one whose background looks like it’s all over the map?
One difference is that candidate #1 is probably earning WAY more than candidate #2!
Another difference is that candidate #1, when presented with an offer, acts in accordance with LONG-TERM, not short-term goals.
Here are 3 important questions to ask yourself before accepting a new role:
1. How will my job title look to an outsider?
Can you easily explain that there are no Director titles even though you had Director-level responsibilities?
2. How will my department name look to an outsider?
If you want to get into Public Relations, but this job places you in the Internal Communications department, you might be creating a future issue.
3. What’s the job I want in 5 years?
In a small business, you get to wear many hats. But if your dream is to make a big impact at a large firm, how will you position yourself for more specialized roles? Or vice versa; you start in a large company, but are passionate about faster career growth in a start-up. How would you build skills and transferability for the future position?
Anish shares a PRO STRATEGY for creating a powerful and effective 30-second “elevator pitch” for employers.
HR and Hiring Managers are usually WAY more open to cold reach-outs and informational interviews during this period.
Create a list of 10-15 dream companies, start putting in calls, and get your face out there!
2 quick ideas for summer networking (because those who build their network during the Summer months reap rewards come fall):
-Large cities host informal, outdoor “happy hours.” Attend one to quickly meet new people across many different industries.
-What’s your university alumni group up to? Meet up to trade notes and scope out potential opportunities.
Longer wait times to hear back during Summer isn’t a sign that you’re doing anything wrong.
Think in terms of “hurry up and wait”: periods of rapid activity followed by gaps as staff go on/come back from vacation, etc.