LinkedIn is a great place to find your dream job – it is where tons of employers and recruiters hang out! With 500+ active users and over 75% employers active posting jobs, LinkedIn has come a long way. Like everything in life, there is a set process to gain maximum returns. Before you jump right in, ensure your profile is 100% complete on LinkedIn.
Update your status & publish some posts
It is your voice, and by using this little tool, it allows you to tell your connections what you are doing. If you are looking for a job why not make those who are connected to you a little bit more aware? Obviously, you do not want to appear desperate, but by including a variety of updates about your experiences of job hunting or sharing jobs you think your network could be interested in you can add value to your network.
Know your settings
What do you want people to see and know about you? When do you want them to know what you are doing? Check out the settings function and keep revisiting this to make sure it fits into your LinkedIn objectives. E.g. When looking for a job it would make sense to keep your profile as visible as possible, but when you have landed that job and using LinkedIn for business, you may wish to change this.
Find & follow companies that employ people like you
The aim is to find people with similar skills to you & establish where they are working. By understanding your local job market, it will then enable you to connect with employees or recruiters within that business and gain a greater insight into whether or not they are hiring. After all, many of the good jobs, usually employ people through word of mouth – It’s who you know not what you know.
Eliminate the noise & target contacts who are talking about jobs
Like every other social media channel, LinkedIn has its own share of notice aka junk. You will find dozens of posts which asks you to comment ’Yes’, ‘Interested’ so on and so forth on posts that claim they are hiring. By being diligent you can cut through the noise and comment on legitimate posts. It’s very easy to differentiate though. A Post without Role Details and Contact Details is likely to be a spam. Stay away from such posts
Connect with relevant people
It tough, we get it. People won’t respond to your Inmails, agreed! Still, you have to take that step. Research people employed with your target companies. Send them an invite. Tell them why you would want to connect with them. Ask for suggestions. Send them a small note outlining your passion and interests.
Follow Agency Recruiters
There are zillions of them out there. Again your diligence comes into play. Ask recommendations from your peers/networks. Take a look at their LinkedIn Profile. Check their experience, activities, published posts and their recommendations. By doing this, you will get a fair idea about the recruiters credibility. Follow credible Recruitment Agencies. You will be a step closer in the know hows.
If you have a specific industry or job niche that you work in, there will be a group for that! You can find out what groups are best to join by looking at the profile of a few of your ideal connections or just by doing a search in the groups
LinkedIn happens to be one of the most reliable platform to connect with employers/hiring managers. Take advantage of it. Stand out from the crowd. Do something different
There are many top firms like Staffio Search who would help you create a career ready LinkedIn Profile. Do take this help to ensure your profile is easily found on LinkedIn by recruiters
It is ridiculously easy for a job-seeker, no matter how qualified, talented & competent, to get beaten down and to start to think there’s something wrong with him or her. Its easy to bog down the finest of talents & shatter their dreams.
Hundreds & thousands of amazingly well polished Talents are running haywire because of useless recruitment methods. These processes are insane and sucks out our energies. The recruiting process is broken. Qualified people can’t get job interviews and if they do manage to get them it will drive them away.
Many Talents feel frustrated and sucked out that they discount themselves. They think they do not have what it takes to grab that Offer. In reality, YOU are not alone. You are not defective! You are talented, smart and creative but the recruiting process is designed to beat your confidence out of you and grind you down to mush.
The recruiting process is broken from start to finish. The way companies write job ads is ridiculous, ineffective and insulting. The way they screen resumes through mechanical means by searching for keywords is downright idiotic. The way we interview people in a stiff, scripted way that sucks all the juice out of a conversation is embarrassing.
There is nothing whatsoever lacking in you. If you read job ads you might start to think that everyone else in the world has more qualifications than you do, but that is not true and nearly every job-seeker feels that way.
The biggest problem with the traditional, slow, bureaucratic, and soul-crushing recruiting apparatus is not that you could spend months lobbing applications into it and never get a job. That’s bad of course, but it isn’t the worst part of the broken recruiting system.
Recruiting practices in most organizations do a better job of driving talents away than inviting talented people in. If employers care about talents, they’ll treat job applicants like gold once they’ve got them into their pipeline. They’ll make recruiting for open positions their highest priority.
“Every organization gets talents they deserve”
Recruiting is a distinctive career for results-driven professionals. Matching talented candidates with great jobs and companies is rewarding for everyone involved. The world of recruiting is full of endless opportunities, doors flying open and fulfilling success that you could have never imagined.
As anyone who’s been in this business of ours long enough already knows, recruiting success doesn’t happen overnight. In fact, if you’re going for quick wins and instant gratification, amigo, you’ve chosen the wrong line of work entirely.
The fact is that actually making it in recruiting can take years, and while anyone might have some initial success when they enter the industry, staying on top and replicating that success search after search, year after year, is not just because of innate skills, extrinsic factors or even dumb luck. Sure, these factors might work in your favor once in a while, but really successful recruiters established those stellar track records by, put simply, working their asses off.
Enter Staffio HR. We are passionate about helping our Talent Community gear up for their next big assignment. We work real hard to offer candidate delight to every member of our Talent Community.
In this post, let’s talk about Executive Search.
So, who are they & what do they do?
Executive recruiters focus on filling executive, high-level positions at companies. They are often brought in for the toughest candidate searches. Every day, I receive calls/talk to dozens of individuals who want to know how to become an executive recruiter. After speaking with them, i can honestly tell 90% of them to choose other careers.
This part of the search business is pure sales, and high on the list of required skills is the ability to communicate. No employer wants to pay you a fee to find candidates. They believe they can find a pearl among the many smelly oysters on their own, and often they can.
Executive recruiters or Recruitment Firms like Staffio HR are engaged only after companies have exhausted all other avenues. At that point, you’re expected to present them with only those oysters that contain pearls.
In other words, recruiters are brought in for only the toughest searches. Recruiters are sought only when a company exhausts all their internal resources in finding Top talents and have less time to fill on their plates.
What skills do recruiters/executive recruiters need?
A successful career in executive search is easier if you have certain skills.
Communication: You must super effectively communicate verbally and in writing. You will frequently correspond with clients and candidates. A Flawless communication with take you notch higher
Sales: Recruiters are essentially salespeople. You have to sell your services to clients, and you have to convince candidates to take jobs
A glint in the eye: Recruiters are the ultimate “spin doctors.” As such they are always “on” and must exude enthusiasm.Without being abrasive, they must be a cheerful conduit between two parties trying to advance their own, often disparate, agendas. The ranks of successful executive recruiters are filled with those who view the glass as half full.
Patience: Few searches are no-brainers, but most take unimaginable twists and turns.
Negotiation skills: You are the mediator between the client and the candidate. It’s your job to make both sides happy.
Empathy: You need to understand what your client and candidate are going through. You must help both sides feel like they are benefiting from the arrangement.
Creativity: Does the company need a clone of the previous incumbent or an “out-of-the-box” hire? Must candidates come from direct competitors or would executives from a peripheral industry better serve the client? More companies are looking outside of their traditional talent pools, and recruiters must know when to introduce candidates with new perspectives
Observation skills: You must see things as they really are rather than as clients or candidates want you to see them. Companies often don’t know the realities of the marketplace, while candidates who haven’t changed jobs for years may not understand their true worth. Only alert and sensitive executive recruiters can recognize these mis-perceptions and correct them before they derail a likely deal.
Resilience: Successful recruiters juggle eight to 12 assignments at a time. It’s a high-wire act with no net. Deals you worked on for weeks may fall apart, but you can’t stop to mourn the loss because you must keep smiling and dialing for an assignment to replace it.
True grit: A high tolerance for rejection is a must. If you like sparring with corporate gatekeepers and enjoy hearing “no” 95% of the time, you’ll love the recruiting business.
Apart from a zillion “NO’s” other reasons like – Searching for top talents, scheduling and rescheduling interviews a dozen times, candidates declining offers, no shows, drops, companies rejecting candidates for frivolous reasons so on & so forth…
That’s why the great majority of rookie recruiters never make it past their first year. If you have these attributes and want a crack at the high-stakes executive-recruiting business, where do you begin? You could start your own business, but without prior experience in the field, failure is almost inevitable. You can’t earn a college degree in the discipline. It’s a learned skill and the best place to acquire it is from a mentor at an existing recruiting firm.
Find a mentor. Get coached from an industry professional. Work with a Top Notch Recruitment Firms to gain real life experience. Ask around for references.
There are many top Search/Recruitment Firms like Staffio HR who are always looking for awesome people, and if they sense you have the right attributes, they’ll probably offer you a chance.
If you think you are cut out for this challenging role, Congrats! you just took the first step where most fail
Powerful words are used to describe actions and are commonly known as “doing words”, so they are crucial if you want to describe how your input impacts your employers.
Your written vocabulary is obviously extremely important in the process of writing your CV, but you must pay particular attention to the verbs you include.
In the past year alone, we have reviewed thousands of resumes across sectors, industries and roles. There are a few resume which were eye catching and stood apart from other cliched resumes.
In this post, we will highlight a few of the powerful words aka action words which play a crucial role while your resume is being screened by employers.
Employers always prefer to hire staff who deliver results for them. So whether you deliver cost savings, product sales or projects, ensure that your CV shows exactly what you deliver and how you deliver it. Including numbers when doing so can really quantify your value.
Reduction can often be perceived as a negative term but when it comes to spending money and resources, companies are keen to make reductions. If you have been involved in cost or time saving initiatives, then include them in your CV and use facts and figures to detail the value you have added.
Businesses are always looking for ways to improve their offerings, so if you are a candidate who can bring serious improvements to an organisation, make it clear in your CV. Whether you can introduce improved processes, improved sales figures or improved performance, explain the improvements clearly to recruiters in your role descriptions.
Management skills are important across a wide range of professions and industries, but this is not limited to people management only. Skills like time management, supplier management, stakeholder management and process management are also valuable and highly regarded by hiring managers. So include any elements of management you use in your roles to show potential employers that you have control over the outcome of your work.
Negotiation is a core skill in the workplace, and it’s not just exclusive to sales staff. Negotiation is an important tool which can be used to obtain better prices from suppliers or to gain budget approval from a line manager. Any CV could benefit from one or two examples of negotiation that has benefited the candidate and their employer.
Businesses face problems on a daily basis, so employees who can resolve these problems are highly sort after. Detail the issues that you face in your roles, the steps you take to resolve them and the results you achieve in doing so.
As the saying goes, “fail to prepare and prepare to fail” – this basically means that preparation is the blueprint of success. Therefore it makes sense to show recruiters that you have the ability to plan effectively in the workplace and see your plans through to completion.
Having the ability to train others not only shows that you have expertise in your field, but it also indicates that you have the communication skills and confidence to deliver training sessions. If you have held training responsibilities in your previous roles, be sure to include them in your CV.
Apart from the above words, your resume should be simple & crisp. It should most importantly pass through the ATS which most of the fortune 500 firms have deployed.
Follow Staffio HR for more such tips and tricks which will help you craft a perfect resume
Every day, I review hundreds of resumes and speak with dozens of awesome talents. Day in and day out this has been productive and a fulfilling experience. One of the most frequent mandates which we get is related to Sales and Business Development.
Fintechs, eComms, Edtechs, Fortune 500 etc., all need awesome sales folks to keep their organizations afloat.
My Take: Sales is one of the most critical verticals in a company. Sales folks are the ones who bring in revenues – direct revenues. In this post I outline a few pointers that’s utmost importance for you to grab that exciting sales offer.
If you’re sharp, dynamic, and love talking to people, sales or business development could be a great fit for you. You’ll get to work in a job where every day involves helping different customers or working with different products, and where the results of your efforts are very tangible, in both quotas and commissions.
But to successfully break into sales or business development, you have to be able to sell yourself as the best person for the job. So, this is the single most important factor – To be able to sell yourself
Think of yourself as a lucrative product, a Brand. A brand with a pull. Everything else is a byproduct of you. The person sitting across the table should be convinced that you are the best bet. Remember, this is a Sales Role. What better way than to start with You.
Your prospective employer is your client when you interview with them. In a consulting interview, you may do a case, but in sales, your entire interview is a case. How you contact your interviewers, follow up, and present yourself is a preview of what they can expect. Your interviewers are asking themselves: Would they buy from you?
The hiring process for a Sales Role is unique as well, because the first rule of sales is that people buy from people they like. Interviewers know this, so it’s important to be likable and make a connection with your interviewers and recruiters. One key thing to remember is that every sales organization is different. You’ll want to remain teachable, flexible, and open-minded. What works in one industry or company may not work at all in the next role, so always look for ways to learn and grow as a salesperson and professional.
Unlike other fields, jobs in sales have performance metrics that are clearly defined and easily measured. Either you met your number or you did not meet your number. Either you carried a quota or you did not.
As outlined earlier, I’ve seen countless resumes and conducted numerous interviews, and many people new to the role think it’s about being persuasive and smelling good. Yes, the business is about results, and an ambitious or aggressive nature is a prerequisite. But it’s also about trust, knowledge, and service. Find a way to demonstrate these items and you’ll be trusted with the lifeblood of any company—its customers.
Let’s highlight a few pointers that will help you get started:
Use the job interview to convincingly sell your most important product – yourself – to an employer who is well-versed in sales strategies. Be prepared to talk about the specific sales skills that you bring to the table, making sure to highlight those skills that were listed as “preferred qualifications” on the company’s job announcement.
It is important to take the time to carefully research the company and its products and/or services so that you’ll be able to make an informed presentation, based upon your needs-based analysis of their organization, about how you intend to grow their market share.
Candidates for sales positions need to be absolutely sure they are comfortable selling the product or service the company is marketing because if you wouldn’t buy it, you’re going to have difficulty selling it.
Check our Post on Interview FAQ’s. This will help you improvise your answering strategyLastly, you need to know who is hiring when you need a job. You cannot (and shouldn’t) run helter skelter shooting your resumes in the dark. Sign Up for our talent community to get timely notifications about Sales/BD RolesThink about developing a relationship with a recruiter you trust instead of only contacting one when you’re desperate and looking.
Don’t let shyness or fear of rejection stop you from entering the field. It’s an amazing way not only to begin your career but to establish your ground as well. Not everyone is cut out for Sales. It’s few, very few who can make it big in Sales. Is you intend to make it big in Sales, then trust me – You are going to have a super adventurous journey