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If you are on the job market or not, you have more than likely been contacted by a recruiter at some point during your career. Recruiters are facilitators of change and usually work very closely with candidates and companies.

A top recruiter, in-charge of attracting and recruiting top talent. Here is what he had to say:

What is your background and experience with recruiting?

I have been involved in various sales roles over my 20 year career however I have been working in the recruitment industry for the last 15 years. I work with a 360 degree focus, meaning that I work both sides of the recruitment cycle – candidate search and client management.

What techniques do you use for searching job candidates?

We have many different methods of sourcing talent for our clients. We incorporate traditional and web 2.0 strategies to recruit the talent our clients seek for their operations for project assignments and staff growth opportunities. Traditionally, recruiters relied upon cold calling and calls from lists of contacts housed in our applicant tracking systems (ATS / CRM) and this is still very much a major tool in our arsenal. We also utilize social media, web crawlers and online advertisements to maintain and replenish our candidate talent pool.

How can a job seeker make sure their resume will stand out and catch your attention?

Your resume is your calling card….your marketing tool for your career. Your resume should be designed in a manner which allows “the reader” to gain quick access to information that is important to them. You pay attention to the visual layout of your resume as well as the content of your writing.  Do not just throw your CV together quickly. Take your time and think about your message and more importantly, think about how you fit the role for which you are about to apply for online.

What are the top 3 mistakes job seekers make during the interviewing process?

1) Assumptions – assuming that you are a great fit for the role / company – ego and assumptions always get in the way of your success

2) Lack of preparation – most people forget to prepare for the meeting and this plays out negatively during the interview. Take the time to know the company, to know what the role requires, know the transportation route to get to the interview, etc

3) Talking too much / talking too little – it is a fine balance that is learned by practice and (unfortunately) after failing several interview opportunities.

What are your thoughts on non-traditional resumes like online portfolios, personal websites, etc.?

Non traditional resumes work well for non traditional roles – the corporate world likes the traditional approach. Do not try to reinvent the wheel. Always have a resume available.

How do you see the future of technology recruiting?

I believe that more and more of reliance on contingency based recruitment firms will be replaced by internal HR recruiting teams and RPO service providers. In the end, contingency agencies will become extremely specialized and will build a client base focused on very specific needs and requirements and not volume business. This in fact happening now….not in the future!

Topmost advice you give to candidates?

I always tell candidates to be more engaged in their career progression. Stay on top of technology trends by being well read on topics of the day. Have a Lab environment set up at home to allow you to play around with different hardware and software components. Also, to pursue education and certification whenever possible. This will keep you on top of your game and on top of your earning potential.

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