Leveraging Relationships with Recruiters

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If you are an active job seeker, odds are you have recently been contacted by a recruiter. You know the spiel: “Hello, my name is so-and-so. I came across your resume online and was interested to see if you were still looking for a new position?”

It is very natural to put your guard up when you get contacted by a complete stranger about something as important as your job search. I get it. Many candidates want to be in control of their resume. But consider this –if you developed the knowledge required to confidently identify which recruiters were worth utilizing, you could expand your job search and gain valuable contacts that could last for the rest of your career.

Before you jump into another day of job hunting, check out the tips below on how to leverage your recruiter contacts and create new networking opportunities for yourself.

When contacted by a recruiter, ask questions
Initial phone conversations should be a time where you learn as much about them as they learn about you. Find out if they are calling about a specific position or if they have gotten in contact to simply get a better feel for you as a candidate. Make sure to write down the recruiter’s name and contact information, so you can research them later. The more you know about their professional history, the better you can gauge just how much they can help you in your job search.

If you receive unsolicited calls from recruiters, take them. You never know when one phone call could turn into a long-lasting relationship with a legitimately helpful contact. Stay in touch with the recruiters who could line you up with employers in the future. Another great option is to ask friends who have been placed by local recruiters to forward your resume to the person who placed them.

Get to know how recruiters work
In order to effectively utilize recruiters when they reach out to you, it is important to understand the different kinds of recruiters that exist and how they operate.

The two main types of recruiters are contingent and retained. Contingent recruiters are not paid until a candidate they submit is hired for the job. These are the recruiters competing with internal hiring teams, advertising, and direct applicants to fill the opening at hand. Contingent recruiters are likely to work at a faster pace than retained recruiters since their compensation is on the line.

Retained recruiters, on the other hand, are hired to manage the whole hiring process for a client. These recruiters work exclusively with companies to fill their positions, and charge an upfront fee to conduct the entire candidate search. These recruiters are usually able to take more time in finding multiple candidates that meet the needs of the companies for which they are working.

Recruiting firms tend to specialize by industry or function. Understanding this can help you figure out how to form your relationships. Seek out recruiters who specialize in the field you’re in or the field you want to enter.

Position yourself where opportunities are presented
It is imperative that you get out there where you have the chance to meet the right people and hear about the right opportunities. If you don’t have a LinkedIn yet, make one. Creating a LinkedIn profile is the easiest way to increase your visibility with recruiters and hiring managers. Make sure your profile is thorough and always updated, and remember to check your LinkedIn and spam frequently to avoid missing inquiries from people in your network.

Advantages of Choosing a Staffing Firm Over Your Corporate Recruiter

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“Why should we utilize your staffing services when we already have a corporate recruiter?”

This is a question we get frequently from potential clients. When comparing corporate recruiters to those who work for staffing firms, neither is superior from a professional standpoint. They all have the ability to get the job done. However, utilizing a staffing firm, utilizing a good staffing firm, can open up your company to stronger candidates, quicker. Here’s why:

External recruiters’ focus is on making placements, not logging activity.

The best external recruiters are going to be working with and providing fewer, but higher quality, candidates because their success depends on sinking the placement. They manage the process from beginning to end and will only send you the best of the best.

Your business will have a brand new, extensive network to utilize.

Experienced staffing firms have developed deep networks of passive candidates that you would not necessarily be able to tap into otherwise. In our competitive industry, third-party recruiters are forced to use creativity when networking and assessing candidate and customer expectations. Staffing firms have an advantage for this reason – they not only have the ability to source top candidates from more areas, but they’ll be able to do it faster than an internal recruiter.

The best candidates want to work with staffing firms.

Hardworking recruiters and their staffing teams establish reputations with the best talent out there, simply by doing their job well. Experienced, passive candidates know they can go to staffing firms for information regarding new opportunities. Corporate recruiters who only work with one company are not going to have that widespread visibility.

They have credibility with hiring teams.

Third-party recruiters are used to building trusting relationships over time with the same hiring managers. They know the most essential questions to ask and how to communicate effectively with companies in order to understand their unique hiring needs. Corporate recruiters on the other hand tend to work with different hiring managers more frequently, and may not have the time required to settle in and build valuable partnerships like staffing firms do.

Using an exceptional recruiting firm that meets the criteria above should be a strategic part of every business’ hiring initiative. When you can find a great staffing resource, trust them and their methods; let them leverage their abilities to deliver their services with processes they’ve perfected.

If you are looking to grow your team and need assistance finding the talent your business needs, give Diverse Staffing a call at (317) 813-8000.

4 Apps to Help You Stop Texting While Driving

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Take a second to digest this statistic: The National Safety Council reports that cell phone use while driving leads to 1.6 million crashes and about 330,000 injuries each year. That’s one out of every four car accidents.

Despite the alarming data, the heartbreaking stories, and the launch of multiple national campaigns, Americans are still frequently using their cell phones while behind the wheel. In the back of our minds, we all know that texting and driving don’t mix, but for some reason, not all of us can break this bad habit. Luckily, there are a few apps out there that can be used to help you keep your eyes on the road. If you are one of those people whose will power dissolves upon hearing your phone ding from the console, check out these apps before your drive home today.

Drive First – this is an app from Sprint that automatically locks your phone when you start driving. Don’t worry, it does allow you to pick three apps that will remain accessible, things that are handy on the road such as Google Maps or your music, and to select “VIP” contacts to bypass the block. So don’t worry, you can make sure you don’t miss important calls from your boss or spouse when using this app.

Texting and talking while driving

DriveMode – DriveMode is different than most apps out there; instead of disabling your phone, it makes it easier to use. This app replaces your phone’s functions and appearance with  simple-to-use features that make engaging with your phone while driving less dangerous. For example, instead of having to press a small button to take an incoming call, DriveMode makes your entire screen into an answer button so you can tap anywhere to take the call.

Focus – this app actually trains you to not use your phone while you’re on the move. It will tell you to pay attention and give your reminders to remain focused. This app also provides reports of your progress and how the app may be improving the unwanted habit of texting while driving.

TextNoMore – TextNoMore is really cool because it offers incentives for successfully reaching your destination without texting. This service has partnered with retailers to provide different coupons that you can unlock and use.

Take advantage of the technology of today – turns out the device we’re all so distracted by could also help us focus on the road.

 

How to Optimize Your Resume for Job Boards

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No matter what field you’re in, the challenge to get one’s resume noticed online is a fierce one. The Internet has made the act of applying for jobs pretty painless but the convenience and accessibility of online apps has created a more competitive arena. With the mass number of resumes flooding in to websites, it’s incredibly easy to get lost in the mix (every week, 427,000 resumes are posted on Monster alone). So it is more important than ever to consciously construct your resume in a way that will make it stand out.

The best way to do this is to incorporate popular terms that employers and recruiters often use in their searches within the content of your resume. Including a few carefully chosen keywords can be the difference between your resume getting you an interview and it disappearing into the abyss of other hopefuls, dying in vain, and never coming across a recruiter’s computer screen. Using keywords on your resume will enable search engines to pull it out of the crowd. Next time you tweak your resume, consider how recruiters and employers actually look for qualified candidates. Like so:

Work History: Examine your past roles then scroll through some job boards to see how employers are listing openings similar to what you have done in the past; it is most effective to use terms companies are using in their ads because they are the words recruiters and employers are most likely to search. When in doubt about what job title to use, utilize a slash to include more than one (Senior Administrative Assistant / Executive Assistant). If you have worked for any well-respected or well-known companies, include the names of those past employers.

Skills: In order to get your resume in front of the most people, do some research on what skills employers are listing in their posts. From the list of common skills you find, choose a couple of the most significant and applicable to use on your resume. And always remember: list the skills most in demand for the job you want next.

Location: Employers will often search for candidates based on the location of the job for a number of reasons. While doing this, recruiters could type in a number of city and state combinations to pull up candidates. For example, a recruiter could look up resumes by typing in “Indianapolis” one day, then search a specific zip code the next- be sure to include as many variations of your location as possible in order to be pulled into their searches.

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Secrets of the Successful: How Influential Business Leaders Choose Their New Hires

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With the chaos of the holidays behind us and budgets set for the new year, many employers are looking to build upon their team. Hiring a new employee is exciting but by no means is an easy feat. Bringing on the right person requires a lot of thought, time, and money (the average ROI of a bad hire is -298%. No pressure). Choosing the best candidate and the best fit in some ways never gets easier, so whether you’re a hiring manager for a small start-up or an experienced CEO at an established company, one should always jump at the chance to reflect and improve upon their hiring strategy. Need some inspiration? Here are a few insightful ways in which some of the world’s most famous company leaders pick their winning candidates.

Disney’s Chief Executive Bob Iger is drawn to people who exude optimism- “When you come to work, you’ve got to show enthusiasm and spirit. You can’t let people see you brought down by the experience of failure. I believe in taking big risks creatively. If you fail, don’t do it with mediocrity- do it with something that was truly original, truly a risk.”

David Brown, founder and managing partner at Techstars, relies on making his needs crystal clear from the very start- “Have a great job description. Make sure your candidate meets it. Don’t just rely on cultural fit.”

LinkedIn’s Russell Glass, however, prefers to put culture first- “The right culture fit is easy to train on the right skills, but the wrong culture fit with the right skills will never be successful.”

Thomas Schranz, CEO of Blossom, believes in milking your connections and your team members’ networks. Pursuing the referrals of your colleagues leads to building a group that works well together- “A lot of hugely successful companies got started by friends, fellow buddies from university and previous coworkers. Check for cultural fit. A-teams consist of extraordinary people who work well together.”

Editor-in-Chief of American Vogue Anna Wintour seeks individuals who don’t let intimidation stop them from sharing their ideas and personality- “I look for strong people. I don’t like people who’ll say yes to everything I might bring up. I want people who can argue, and disagree, and have a point of view that’s reflected in the magazine.”

As one might expect for such a trailblazer of a company, Apple CEO Tim Cook says you need to have the passion to change the world if you want to join his team- “You look for people who work for a different reason. People that see things and know that it should be different and they sit and focus on it until they find the answer. People that can’t be told that it’s impossible; they don’t accept it.”

For PepsiCo’s CEO, Indra Nooyi, the importance lies in investing in each candidate’s personal interests and professional goals- “The only way we will hold on to the best and brightest is to grasp them emotionally. No one may feel excluded- it is our best to draw the best out of everyone. That means employees must be able to immerse their whole selves in a work environment in which they can develop their careers, families, and philanthropy, and truly believe they are cared for.”

CASA Toy Drive

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12347871_10153365085343613_4344060614469510922_n                                                                                                                                                                                                    This week, the Diverse Staffing teams in Greenwood, Indianapolis & Shelbyville had the privilege of donating gifts to the National Court Appointed Special Advocate Association, a program that provides support to children placed in foster care.

 

Whether it was through shopping or helping wrap presents, we would like to thank  everyone  who gave their time. It is especially rewarding to come together as a company and contribute to such a wonderful cause this time of year.

 

How to Stay Motivated During the Holiday Season

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It may be the “most wonderful time of the year,” but the festive months on the tail end of the year unfortunately happen to often see major losses in productivity. With it being so easy to mentally check out as the holidays arrive, how can we enjoy this time of the year while keeping ourselves motivated at work?

  • Be flexible: Embrace the chaos of the holidays. When you are responsive to change and are willing to adapt, you are more capable of successfully juggling end-of-the-year projects as well as the busy social scene.
  • Don’t overcommit: Maintaining a manageable work-life balance is always important, but you’ll find it to be key this time of year. As tempting as it may be, don’t weigh down your calendar with social engagements. RSVP to all those Christmas parties wisely! Over-doing it can lead to a stall in productivity, which can easily lead to unwanted stress and sickness this holiday season.
  • Network: Take advantage of the events and parties you do attend by meeting new people in your industry and broadening your network. If you pick your parties and your conversations just right, you could set yourself up for better business in the coming year.
  • Clean up the clutter: Forget “spring cleaning”- the end of the year is a better time than ever to organize your life. That stack of papers has been in the corner for two months now. Unless it is vital to current or future projects, let the eye sore go. Clutter causes distractions and can make every job seem a little harder when you have to shift and sift every time you’re attempting to locate something. Simplify your life. Your 2016 self will thank you.
  • Get some help: With many industries being short-staffed and/or picking up at the end of the year, teams can easily become overwhelmed and get behind. Don’t be afraid to contact a reputable staffing company to help you find some temporary help that can carry some of your load. If you are an employer in the industrial, call center, IT, or administrative industries who wants to build upon their team this winter, contact us at (317) 813-8000 today.

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How to Establish an Optimistic Work Climate

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Creating an enjoyable workspace involves a lot more than adding some windows and popping flowers on tables. Bringing about true improvement to your company’s work climate requires multidimensional effort and commitment. As an employer, you hold the power to influence the atmosphere by how you manage your team. Here are some ways in which you can introduce positivity into your company’s work climate.

Showcase your values: Understand and define who you are as a person, and make it clear through your leadership style. Let your personal values shine through the way in which you conduct daily business. Be clear in what is important to you from the start.

Cultivate community: Strive to build more than a cooperative team- build a sense of community so your staff members confidently support each other in reaching their individual and collective goals.

Support collaboration: Create groups of individuals who can learn from one another on a frequent basis. Employees will build dependency and create their own support systems. People can pinpoint their value when working together. Letting employees contribute to something bigger than themselves will help them realize their purpose.

Manage meaningful work: Know what your employees find most meaningful in their role and emphasize its importance. Supporting your staff to excel in the areas they value the most will create a more positive and passionate environment. If they are struggling to find meaning in their current role, work together in shaping meaning in what they do for your company.

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How to Be a Memorable Job Candidate

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When job searching, the challenge to stand out from the competition is constant. And according to a survey conducted by Career Builder this summer, the pressure to be memorable can cause many job seekers to do just about anything.

Career Builder asked over 2,000 employers across the country to name the most unusual ways in which job seekers have tried to stand out from the crowd. Hilarity ensued. Some of the best (worst) submissions included:

  • “Candidate lit a corner of their resume on fire to show their ‘burning desire’ for the job”
  • “Candidate had his daughter call the hiring manager in advance of the interview to thank the hiring manager ‘for giving her dad a job'”
  • “Candidate answered a call during the interview stating that another company was calling to discuss a job offer”
  • “Candidate brought a bag of props into the interview and pulled them out as they were relevant in the questions/answers”

It may be tempting to think out of the box like these folks when trying to get a leg up. However, to find success in your efforts, you must be remembered for the right reasons.

Here are some great ways to (appropriately) grab an employer’s attention.

Leave something behind.
Leaving a physical reminder will help you stick in a hiring manager’s mind. Bring in portfolios and/or a hard copy of your resume to refer to as you interview. After concluding your meeting with the hiring manager, leave at least one of your documents that the employer can remember you by.

Turn your interview into a conversation.
Hiring managers don’t actually want to interview you. Rattling off a list of questions is even less enjoyable than sitting there rattling off a list of dry answers. So don’t be afraid to deviate from “the script”- it’s okay to spend a few minutes going on a tangent if it helps you build a relationship with the employer.

Ask amazing questions.
Candidates who ask strong questions are perceived as interested and driven individuals, so you never want to leave an interview having not inquired about any aspect of the job. Do plenty of research about the company prior to interviewing- the more you know ahead of time, the better constructed and thoughtful your questions will be.

Follow up. Always.
Sure, it’s one of the oldest rules in the book, but it has stuck around for good reason. Before you breathe a sigh of relief that your interview is over, send your interviewer(s) a thoughtful thank-you letter. Reflect on the experience and mention something specific and memorable from the interview. If you are still interested in the position, say so! Reiterate your excitement about the opportunity and be upfront about your desire to continue with the interviewing process.

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Lower Your Risk of Skin Cancer

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As the weather begins to warm up, you’ll want to spend more time outdoors. While the weather is nice, the sun can be harsh. It’s important to avoid being in direct sunlight for long periods of time. Why? Because skin cancer is actually the most common form of cancer in the U.S. Every year, more than 76,000 people are diagnosed with melanoma, the deadliest form of skin cancer. There are more than 3.5 million cases of basal and squamous cell skin cancer each year.

What can you do you to lower your risk of skin cancer? There are several safety precautions you can take:

  • Stay in the shade during midday hours
  • Wear clothing to cover your arms and legs when outside
  • Wear a hat with a wide brim that will shade your face, neck, and ears
  • Use sunglasses that wrap around and block UVA and UVB rays.
  • Always use sunscreen with SPF 15 or higher that provides both UVA and UVB protection.
  • And avoid indoor tanning because the harsh exposure to UV rays can cause skin cancer.

Don’t forget, if you go on vacation, the sun’s UV rays are more likely to reflect off of the sand and cause more damage than normal.The sun is worst between 10 am and 4 pm DST in the continental U.S. So make sure you use the right protection if you are venturing outside during those hours.