3 Things You Need to Know About the Job Search




The BEST way to answer the question, “Why are you job hunting?” is with a variation of the following strategy:

Great Experience at my Current Employer


I’ve Hit a Wall in Terms of Growth and Development


I want to take my Development and Career to the Next Level (and you guys are the best way to achieve this)


A great way to set up interviews when you’re in a FT job is to simply be OPEN AND UPFRONT with recruiters and hiring managers instead of pretending you’re completely available and then scrambling frantically when one is set up for you!

Tell them that you’ll need a little flexibility to work around your current work schedule, and (if they’re reputable) they’ll be happy to adjust. People often interview after 5 pm.


Many companies push new hires to sign a Non-Compete Agreement (NCA). It’s a major hassle in terms of your not being able to work in your field and earn income within your targeted industry in the event that things don’t work out.

So if signing a NCA costs you money and provides a major benefit to the company, it’s only fair that it cost the company something too, right? Negotiate for a GUARANTEED SEVERANCE PACKAGE for the term of the NCA to tide you over during a transition. Make them seriously consider the merits of having you sign one.

1 Easy LinkedIn Profile Tweak for WAY More Recruiter Results!


If you’re in ACTIVE JOB SEARCH MODE, then you MUST activate LinkedIn’s “Share Career Interests with Recruiters” feature.

Simply put, it will IMMEDIATELY put you on the radar of major industry recruiters, offer a glimpse of what types of roles you’re pursuing (and what skills you’re bringing to the table), and do it all without blasting out notifications to your existing network. Oh, and did I mention it’s FREE?

Here’s how:

Step 1: Sign into LinkedIn and click on the “Jobs” tab


Step 2: Now Click on the “Preferences” tab


Step 3: Scroll down to the bottom of the page and you’ll see a “Share career interests with recruiters?” option


Step 4: Fill out the questions, then click on the “Share your job preferences” option at the bottom.


Boom! You’ve just sent out a powerful “blast” to recruiters about your job interests, and increased your visibility with them for the next 90 days.

It’s Time to Turbocharge Your Career. Are You Ready?


Pros and Cons of Working with an EXTERNAL RECRUITER

A photo by SpaceX. unsplash.com/photos/TV2gg2kZD1o

In last week’s post, I gave you a rundown of the pros and cons of working with an internal recruiter. This week we’ll be talking about EXTERNAL RECRUITERS, and what they can offer you.

First, here’s how an external recruiter operates:

– External recruiters are usually paid a percentage of the employees’ annual salary as a “finder’s fee” for bringing a hired candidate to an employer. Employers will often engage more than 1 recruiting firm to source qualified candidates from, so competition can be fierce.

-External recruiters will almost always handle the initial phone or face-to-face interview, and then it’s usually turned over to internal staff at the company. On rare occasions, they’ll manage the entire hiring process from start-to-finish.

Now let’s go over Pros and Cons:


-They have an outsider’s perspective, and can usually provide a “clear-eyed” view of what’s really going on at the company.

-They can offer crucial guidance on navigating personalities and company hiring issues to give you an edge over the competition.

-Your success means more money for them- that’s a POWERFUL motivator! Internal recruiters just don’t have the same level of incentive to get you hired.


-The same outsider mentality which can be a plus with a great external recruiter can also be a NEGATIVE with someone who’s not on top of the ball. Lack of knowledge about the company and key decision-makers can make it very difficult for you to get traction during the hiring process. This is why it’s crucial to listen and observe carefully during initial contact with an external recruiter- are they interested in YOU specifically, or is this one of dozens of calls they have on the books?

-To maximize their odds of placing a candidate, external recruiters will usually put forth multiple people for a job. As such, they may not promote you as aggressively.

-Some external recruiters may submit your resume for other open positions without your knowledge (or permission). This can cause unexpected problems. For example, if you’ve previously applied for a position independently, and then an external recruiter ALSO submits your candidacy for the same position, an employer may choose to skip you over entirely rather than deal with the headache of figuring out whether a commission is due to the recruiter on hiring. This is why SETTING CLEAR EXPECTATIONS are a must when working with an external recruiter.


-Ultimately, an external recruiter has the exact same goal as you: getting you placed quickly, and for MAXIMUM compensation.

-Be honest with them about potential vulnerabilities- they can play a big role in mitigating the fallout and strengthening the overall impact of your presentation.


A relationship with an external recruiter can pay off for years to come. If they succeed in landing you a job, be sure to send a handwritten thank you note. Connect with them on LinkedIn. Periodically touch base during holidays and during milestone moments in your career. And the best value-add of all? Refer colleagues to them!

Ready to take your career to the next level?


Pros and Cons of Working with an INTERNAL RECRUITER


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?


REVEALED: Top Recruiter Interview Do’s and Don’ts


by Anish Majumdar, Certified Resume Writer and Founder, ResumeOrbit.com. What are recruiters looking for in a candidate? How can you stand out in a way that makes them advance you as their candidate of choice for a position? A recent survey of 600 recruiters by Reed.co.uk, a major UK job search site, provides some key insights.

91% of recruiters say that a candidate should come with pre-prepared questions for the interview.

What this means for you:

-Do some research prior! This means researching the company (Glassdoor.com can help), and preparing questions pertaining to the open position, the team, and how you can ensure success in the role. Expert tip: also research the recruiter on LinkedIn to see if there’s something in his or her background that could serve as an ice-breaker- this can make a huge difference in getting things off on the right foot!

Biggest turn-offs:

#1) Arriving late. Ensure this doesn’t happen by planning your route to the office beforehand (or simply setting it up in your GPS the day before) and leaving yourself an additional 20-30 minutes for getting ready and out the door.

#2) Obvious lack of preparation. Beyond researching prior to the interview, spend some time going over your resume so that you can easily elaborate upon major positions you’ve held and accomplishments. Think about how exactly your experience matches up with the needs of the position.

#3) Poor body language. First impressions matter! Keep the handshake firm and confident. Lean in to communicate interest. And maintain consistent eye contact.

And just in case you’re curious about worst-case scenarios, here are the craziest things recruiters have experienced during interviews:

-Candidates using foul language. Seriously, does this really happen?

-A candidate wanting to eat fast food during the interview. Offering a Big Mac to your recruiter, though delicious, won’t score you any additional points.

-A candidate who spoke only in rhymes from start to finish. “Your cost overruns I can contain, my rhymes make me seem completely insane!”

-A candidate who came wearing a fishing hat full of bait hooks. This move only works if the interview’s taking place on a fishing boat.