Talent Development Centre

Tag Archives: relationships

All Talent Development Centre posts for Canadian technology contractors relating to relationship building.

How to Get on a Recruiter’s Bad Side

How to Get on a Recruiter's Bad SideOver the past month, we’ve shared some posts about why you should want to become one of your recruiter’s top-of-mind candidates and some tips to earn you that status, as per responses from Eagle’s recruiters in a recent survey. As hinted to in those posts, if it’s possible to become a favourite candidate, it’s also possible to become a not-so-favourite candidate.

In the same survey that asked recruiters how to become one of their favourite contractors, we also asked them the easiest way to be disliked. The results didn’t present any surprises or one particular outstanding characteristic, but there were four characteristics that stood out among the rest:

  • Bad behaviour at a client’s site;
  • Bad work ethic;
  • Rude during the recruiting process; and,
  • Lying about your skills.

In the previous post, we discovered that the best way to be remembered is to be personable, so it’s only logical that the first three traits are all related to the opposite of that. We also noted that great performance while on contract could make you top-of-mind, so again, it’s understandable that bad behaviour and bad work ethic leads a recruiter to have a negative impression of you.

The final one — lying about skills — is worth further discussion. The temptation to fluff up your skills in your resume or on LinkedIn can be strong, especially if you’ve been out of work for some time, but the consequences can be detrimental. The client will recognize quickly that you’re not qualified, at which point it will be surprising if you last more than a few weeks. The impact is more than just losing a contract, though. The client will lose faith in you and it will harm the relationship the recruiter has with the client. In return, the recruiter will not trust you, will think of you as a last resort for any future calls, and will probably speak of their experience with you within their recruiting network.

The good news in all of this is that redemption is possible! In our survey, we also asked recruiters if once in their bad books, a contractor has a chance of moving up to top of mind. More than a third of Eagle’s recruiters said yes, you do, and more than half responded maybe, depending on the situation. If it was a one-time first impression, your odds are better and most recruiters will be open to learning more about you in future interviews and experiences. That said, ethical issues such as lying or bad behaviour with a client decreases your chances significantly.

Being remembered by a recruiter as somebody they dislike hurts your chances of winning a contract even more than not being remembered at all. If you don’t see value in putting in effort to become a top-of-mind candidate, we recommend, at a minimum, making sure you don’t become a bottom candidate.

Convince Your Recruiter to Call You First

Morley Surcon By Morley Surcon,
Vice-President, Western Canada at Eagle

7 Ways to Get On Your Recruiter’s Speed Dial! (plus 1 Bonus Tip!!)

7 Ways to Get On Your Recruiter's Speed Dial! (plus 1 Bonus Tip!! )Not to be one to bash the Canadian health system, but I believe every one of us has experienced the long wait times to see a specialist.  In some cases it could be 6 months or more to get an appointment.  Most doctors’ offices have a “waiting list”, where they’ll call someone on the list when a cancellation happens.  So, when there is a cancellation and the Doctor’s admin needs to call someone to come in to fill the gap, is he going to call the person who told him that it can only be M/W/F and never over lunch or before 9am?  …or is he going to call the person who tells him, “Call me on my cell phone anytime of the day, and I’ll drop whatever I’m doing and be there in 20 minutes”?  Chatting with some of the doctors, I can tell you that in most cases – all things being equal – it is first come, first served.  However, the Admins are busy, they don’t want to spend 20 minutes on the phone searching for a replacement.  Things are not equal… if they believe you will pick up and make arrangements to come in without any hassle, they are going to call you first.

Working with a Recruiter isn’t so different, except that there are more things important to them that can give you an edge over your contractor competitors.  Recruiters are most often working under heavy time pressures to deliver the best candidates, as quickly as possible.  If they know that you are reachable, available, motivated and qualified, they will want to speak with you asap.

The following are 7 ways to convince your Recruiters to call you first!

  1. Be Clear – Your resume must be clean, concise and up-to-date.  Contact information must be easy to access and correct.  If it isn’t, they will go looking for you on LinkedIn or other social media sources, but only after they’ve connected with the rest of the professionals that they know they can reach.
  2. Be Responsive – As mentioned above, Recruiters are on the clock to find/qualify/deliver candidates quickly.  Make sure you keep your cell phone close and fully charged up; and answer the call rather than leaving it to go to vmail.  Many Recruiters are now texting regularly as well… be sure to turn audible notifications ‘on’.
  3. Be Flexible – This comes in a variety of flavours.  Arrange to meet with Recruiters (or Clients) at a place and time that is convenient for them and on their  schedule. Business moves fast… showing that you are highly engaged in the opportunity is the price for admission and not doing so will get you overlooked.  Also, very important to your Recruiter is that you are open, willing and able to make requested updates to your resume.  Your recruiter knows the client very well and, often, the resume needs to pass screening to move to the interview stage.  If your Recruiter knows that you will make the investment in time and effort needed to get your resume “just right”, they are going to want to work with you.  Timely resume updates are also extremely important.
  4. Be Certain and Committed – As Yoda famously said, “Do or do not… there is no try”.  Either you are interested in the role being discussed or you are not.  “Maybe” is a sure way to get yourself at the bottom of a call list.  A quick “no” is a perfectly valid decision and any Recruiter worth their salt will not hold this against you, but being uncertain is viewed as a potential waste of time.  If you do wish to pursue the opportunity, it is important for you to understand and clearly communicate your rate expectations.  Stay away from rate ranges.  It is our experience that when it comes to rate ranges, the contractor is thinking the top of the range while the client is thinking the bottom.  This results in a painful negotiation process at the end.  Certainty around rates simplifies the process… and Recruiters like simple.
  5. Be Specialized – This point can be counter-intuitive.  If you can perform multiple jobs/functions, why not create a broad-based resume that showcases it all?  Well, it has been proven time and time again that “generalists” rarely get selected by clients for interviews.  Agencies’ clients are most often looking for people who have “been there, done that and are ready to do it again”.  These are rarely generalist positions.  If you have a generalist resume and you are competing against other contractors that are specialists in the desired skill/experience, you will not be requested to interview.  If you do have experience across several solutions/skill sets, your best bet is to pick either your best or most recent skill and focus on that; or, you may create separate, custom resumes for each of your areas of specialization.  Just remember that for industries such as IT, experience over a year old is ancient history and will also fail to excite your Recruiter.
  6. Be Loyal – It should go without saying that Recruiters expect contractors to stick with them throughout the hiring process; yet it is surprising how often contractors attempt to be submitted through multiple agencies for the same role… or try to end-run their Recruiter by going to the client directly.  Neither of these tactics are particularly successful and they won’t just put you down at the bottom of future lists… it will get you delisted completely which will significantly impact your future market success.
  7. Be Value-Centric – The most successful outcome for a contract placement opportunity is one that is a win for the candidate, the client and the agency.  Win-win-win.  When discussing a role with your Recruiter, always speak to the value that you will deliver to the client and to your staffing agency.  This will come across loud and clear to your Recruiter and it will also help him/her build a sales message around your skills and capabilities.  By hearing that you value what your agency is doing for you, it encourages your Recruiter to work harder for you.

Now, you will notice that all these points suggest a past relationship – leveraging the “currency” that you’ve built up in your “relationship account” with your Recruiter.  So, just how do you get onto the top of your Recruiter’s “top-candidates” call list when you don’t have a previous relationship with him/her?  That is the subject of the Bonus Tip below!

Bonus Tip –  TALK about these things when you introduce yourself to a Recruiter.  Be clear about recognizing the importance of these points and describe how you’re committed to these.  So rarely do contractors speak about any of these key aspects of the Contractor-Recruiter relationship that, by doing so, you will clearly differentiate yourselves from your competition.   This may not seem like much, but I assure you this is “Gold” to your Recruiter.  They will remember you and reach out when a suitable opportunity presents itself!

Have you any tips for building great relationships with a staffing agency Recruiter?  I encourage you to share these with other readers by commenting on this blog post.  Good luck on your relationship building!

How to Become a Top-of-Mind IT Contracting Candidate

How to Become a Top-of-Mind IT Contracting CandidateA few weeks ago, we kicked off a series of posts about “top-of-mind” candidates and how you can become the preferred IT contractor for a recruiter, ensuring you’re one of the first people they call as soon as an opportunity arises.  In that post, we discussed the importance of being in this group and how first impressions play a big role in getting there. In this post, we’ll go into the specifics of how to become a top-of-mind candidate.

It could easily be expected that having many in-demand skills is all that’s needed to become a top contractor. After all, if you can do the work better than anyone else, why shouldn’t you be the first phone call? This is a factor for Eagle recruiters along with your references from past contracts, your ability to be personable, your communication skills, and your rate expectations. It may surprise you, though, that only 12% of recruiters said that your in-demand skills are the top trait that makes you memorable.

Being personable will be your biggest advantage with a recruiter and if they had to choose one trait that makes you most memorable, it would be how well you interact with others. Recruiters consider every communication with you, from phone calls to interviews to networking events, and use that experience to conclude if you’ll work well on a client’s team.  When a recruiter has a great conversation with you, learns a lot, and feels comfortable around you, they’re more likely to remember you when a suitable role presents itself. Vice-versa, when you come off as rude, stand-offish, or unwilling to open up about your experience, they’ll remember that too!

The second most memorable trait for Eagle’s recruiters is how well you have worked with them on past contracts. This is obviously more of a long-term element considering you first need to win and complete a contract, but it’s a crucial point nonetheless. When a recruiter enjoys working with you and a client raves about your fantastic work, you pretty much guarantee yourself a spot as a top-of-mind candidate. It can even be argued that being personable, the most memorable trait, goes hand-in-hand and is a pre-requisite to earning positive feedback about your work.

The final conclusion we drew about how to become top-of-mind is that LinkedIn cannot be just an option anymore. Not only did 80% of recruiters say that having a LinkedIn profile increases your chances of becoming top-of-mind, but almost ¾ of them say that most or all of their top-of-mind candidates are active on LinkedIn. That means that if you want to be competitive, you should create your profile and be an active member of the community. In a Quick Poll of our readers from last November, we learned that almost all contractors have a professional picture and keep their profile up-to-date, but few take the time to share articles, participate in group discussion, or make recommendations. That presents some great opportunity for you to make yourself a more attractive option to recruiters! For some extra tips on improving your LinkedIn activity, have a look at any of these past posts.

With every list of what to do well, there has to be a list of what not to do. Keep posted to the Talent Development Centre in the coming weeks and we’ll share some faux-pas, as well as some tips that will help you redeem yourself. If you have any more questions or comments about how to become top-of-mind, we’d love to hear them. Please leave them below.