My humble brag is that I tend to know what’s up in the job market before it hits the news. Candidates who are about to be laid off or are fearful of layoffs go to Google to search “headhunter” and start blowing up my phone the minute they smell blood in the water at work.
Over a year ago, mortgage industry folks were the first post-pandemic and still trickle in today. Engineers in automotive, especially OEM internal combustion engine folks, were next. I’ve also had my fair share of senior marketing leaders, software developers, teachers, public safety, and even internal recruiters hit me up. The conversation typically goes like this:
Are you still gainfully employed?
I’ve talked about it before, and it is unfair, but job seekers are way more marketable employed than unemployed. First, there is at least an unconscious and (probably) conscious negative bias against unemployed candidates. Second, employers with job opportunities undeniably want what they can’t have – 9 out 10 times they covet the candidate who wasn’t even looking for their job.
What are you looking for?
We need to figure out if and how we can even help you. If you’re a mortgage broker who made $200k+ annually during the economic boom from a few years ago then it’s highly likely that we cannot find you comparable employment. Can you sell heavy equipment to OEMs, forestry specialists, or roadbuilders? How about multi-million service agreements to healthcare providers or steel to manufacturers? If yes, then we may be in business.
Where did you get your degree?
Most of the roles we fill pay over $100k annually and require a hard-to-find skill or certification. We can often stretch an employer slightly but sometimes we can’t stretch whatsoever. Currently, CPAs are highly sought after. As well as, Six Sigma black belts and trained continuous improvement professionals. Proven experience implementing specific ERP systems is often non-negotiable. As recruiters, it’s way easier for us to help candidates with degrees from reputable universities. As headhunters, we can’t earn a fee on a candidate that an employer could find on their own.
How does your LinkedIn profile look?
Always presume hiring managers and decision-makers are going to look you up before they interview you or prepare an offer letter. Meaning, it’s time to freshen that sucker up! Next, make it stand out. Tip, recruiters will only be able to find you if you’re out there and have properly highlighted your skill set.
Do you have an updated resume?
No, a thousand times, we are not going to create a resume for you. We frequently post on this subject and there are a ton of resources on this topic. If you’re a top-shelf executive who can afford to spend big bucks, we can help or refer you to a third-party resume writer.
What job boards are you using?
LinkedIn is the king but there is also Indeed, The Ladders, Glassdoor, and several others. We suggest you set up alerts so that when new postings meet your criteria you are notified. Tip, avoid checking job boards multiple times a day – this will get discouraging very quickly.
Are you networking?
Candidates that do this well get hired faster. Whether it’s getting coffee, lunch, drinks, or making phone calls and text messages, it all counts. Tip, networking and talking to others is good for your mental health!
Do you have an elevator pitch?
Nothing kills opportunities like blathering on. Have you ever had a salesperson hit you with continuous useless facts on a product or service you’re not even sure you want? This is called “throwing up on the customer.” Candidates do it too, I’ve seen it time and time again in interviews. I suggest you have a 30-second elevator pitch or a 2-3 minute pitch ready to pull out of your back pocket and use accordingly to how busy or interested the other party is.
In summary
“A goal properly set is halfway reached.” – Zig Ziglar
Looking for a new role is usually not a pleasant experience that people look forward to. It’s a job. And it’s probably harder than working – unless you’re a CPA in public accounting looking to move on. From the bottom of my heart, I believe if candidates follow the steps above, they will be more than halfway to a new opportunity. Good luck!
Bill Wednieski is the Managing Director for The Headhunters. Learn more here.