Agencies.....Just How Good Are They??

Having worked for many, many agencies in my 30 years in recruiting, I have been fortunate/unfortunate enough to have a combination of agency and corporate recruiting "gigs" under my belt.  This blog will help to answer some of the questions members are always asking me.  The major question is:  Should I depend on an agency to find me a job??

The answer is found in many, many places, even a book by Alysse Metzler called "The Recruiting Snitch" which is an excellent expose on agencies AND an article I just read by Caroline Lau, "The Hard Hitting Truth about Recruiters:  They Don't work for Candidates".

The truth is now read this closely:  Who pays who???  Florida is a state where Applicant Paid Fee (APF) is actually illegal.  Company Paid Fee (CPF) is both legal and required.  To sustain themselves, agencies MUST submit a "winning" applicant to secure the fee.  The only applicant they wish to submit will be the one who meets the exact "shopping list" or requirements of the job.  They typically submit 2-3 candidates to ensure that one gets the interview.  If the candidate gets hired, they get their fee. AND the new hire must be on board for 90 days or more.  If they quit before this period is over, the probability is that the client (company) will ask for the fee back (or at least a portion). The agency will question your motives very extensively as to why you quit.  They will probably not work with you on your job search again.  Remember, the people who work for an agency are both recruiters and Account Executives (AE).  They are well meaning and try hard to work together as a productive team.  The "caste" system exists.  Recruiters don't work with companies (typically) and AE's don't work with candidates until they become a "saleable" commodity.  AE's trust their recruiters implicitly to provide them with qualified candidates who are submittal ready.  Both these people are convincing people,  "hungry", and determined to make placements (their job depends on it).  These professionals are geared to filling jobs (not finding you a job, mind you) and will spend countless hours searching out that perfect candidate.

What does that mean for you?  Ensure that the opening is a valid one.  Ensure you haven't already applied for that job prior to discussing it with the agency.  If it is a double submittal, guess who loses? You do!!!  The agency won't get their fee and the company won't want hard feelings to exist.  They will go with someone else (equally qualified....but why get involved in a "date-time" stamp issue).

Always ask if the opening is an "exclusive" where the company has supposedly given exclusive rights to filling this position only with this staffing agency.  Oftentimes (and yes, I've experienced this) the company will give the agency 24 hours and then give the opening to another agency (wow, what happens if you get not one, but two phone calls!!).  Which agency has a closer relationship to the company?  You will probably never know.

Always ask where the company is.  Always ask as many questions as you can.  Most of the time the agency will not answer them due to confidentiality OR they just don't know!!  Sometimes they ask the right questions of the company and the company won't give quality answers.  They must go with the answers they are given!!

Bottom line is your BEST bet is to (yourself) find the hiring manager or one of his/her colleagues through LinkedIn (that may have been where the staffing firm found YOU) and do your "due diligence".

Remember, the Talent Acquisition Professional or Corporate Recruiter is on salary.  Their job is to fill the position.  They don't pay the agency, their company does.  Their job is to fill the position...but...it doesn't matter where they find the qualified candidate.  If they are good at "head hunting" then they may not use an agency.  Indeed, many companies forgo the use of an agency and use LinkedIn or other less expensive avenues than agencies.  Hard to fill position?  They may have money in their budget to pay an agency fee.

You will read many, many articles on this.  You will be highly tempted to go through an agency. Oftentimes the agency DOES work closely with the company.  Oftentimes they WILL submit your resume but rest assured it likely will be accompanied by a "fierce" competitor.  Remember, the agency does NOT make any money until one of their submittals is hired.

There are two types of agency:  Retained and Contingency.  Retained search firms are paid by the company in advance and work hard to make their fee.  Contingency means their income is contingent upon their filling the job and ensuring the new hire stays.  Most agencies are contingency based.  Oftentimes they will screen you on the phone and be honest with you saying they will keep your resume on file awaiting an appropriate opening and sometimes they will say they are submitting you and you don't hear from them.

Remember, if you've already applied for a position yourself and it seems that you are talking the same position, let them know.  They will move on and leave you be. Which job search is the most effective? The one you conduct. Who is your best advocate?  Someone who wants to help!!

Ensure your resume and your LinkedIn Profile are in top notch shape.  Have a professional review its contents.  Have a professional give you feedback on your LinkedIn Profile.  Agencies really don't have the time to do either.  They want to submit a resume that is ready to go!!!

Want further advice?  Contact me.  Text me at 407-373-4293.  Come to my LinkedIn Seminars.  I will help you "polish" both your resume and your LinkedIn Profile.  Take advantage of Christian HELP's programs.  Their volunteers give of their time to help you progress.  I am a Resume Coach there, usually once a month.  Go to the job fairs they run.  The "hidden job market" DOES exist.  Dissect the Orlando Business Journal (not a paid advertisement, just the honest truth).

I receive emails often from people who have followed my advice, done their due diligence and made the right connections......Looking forward to seeing you as an alum real soon!!

Persistence and Standing Out

Persistence and Standing Out!!

What does the competition look like?  Are they younger?  Are they older?  Are they experienced?  Do they meet the qualifications for the job?  Is this an "inside job" meaning someone on the inside has the "inside track"?  The answer is obviously all of the above!!!

Persistence means don't give up!!!  Persistence and standing out are two of the qualities we must ALL handle with professionalism.  How do we stand out?  Have a resume that is up to date, accurate, and free of flaws/typos.  Have a LinkedIn Profile that shows you and your key skills in the exact light you need to provide the reader what they want to see.....not what you want to see, but what they want to see.

What do they want to see?  Action, key skills, phrases that make you stand out.  A confidence level that ensures you meet their needs and can "hit the ground running".  Speak with a professional (one who has sat in the seat of the recruiter) and ensure your portfolio meets or exceeds the opening.  Read between the lines to determine what they are really looking for.

Persistence, confidence, and standing out will stand you a better chance at getting that interview. .

What is a GREAT cover letter???

The best cover letter is addressed to a specific person about a specific job at a specific company!

Of course, in the top center of the cover letter is your contact information.  This will include your name, address, phone(s), email address, and your LinkedIn URL.

Paragraph 1:  Where did you find the opening?  What makes you uniquely qualified for the position? Remind them to check out the attached resume!!  The first paragraph should be no more than 10 lines.

Paragraph 2:  Precisely tell the reader how your background exactly matches their needs....their "shopping list".  If the key word is not on your resume...here's where you identify the key word and how you are uniquely qualified for the position based on your knowledge of this key word.  Address each key word in their list.  Even if it was "some time ago" that you encountered activity....say just that!
Keep the 2nd paragraph to no more than 10 lines.

Paragraph 3:  Thank the reader for taking the time to read both the cover letter and your resume. Remind them of your availability!  Remind them of your email address and your phone number (yes, a 2nd time...can't repeat this info too many times).  Finally, let them know you will be calling them in one week to find out if, indeed, they received this cover letter....not your resume (mind you)....just the cover letter.

Finally, sign the letter.....yes, pick a "signature" type font and use it.  Below that, type in your contact information (AGAIN) and left justify it.

One more VERY important tactic.....your email will be read, right?  Well, let's put this cover letter in the TEXT of the email!!!  Do not attach your cover letter.  The recruiter will just read the resume (yes, it's also attached) and ignore your well written cover letter.  Remember, a well written cover letter MAY get you that interview!!

REMEMBER:  Read your cover letter twice before hitting the "send" button.  You'll be surprised as to how many typos you may find!

If you'd like a copy of the "template" for this cover letter, drop me a note at hra246@gmail.com and I'll send you some information.