Something else is happening that is worth noting: Companies that relied on their own recruiting efforts over the last two years are now turning to recruiters.
Why? Because the “Free Agency” period is over.

Let me explain. Over the last two years companies were able to use their own recruiting efforts to find workers that were pieces of gold, or “gems”, who had been laid-off and were unemployed. These are people that were victims of circumstance, but otherwise were excellent employees with excellent skills and an impressive work history. Companies hired these people. It just wasn’t reported because for every 1 person hired, 20 (or maybe 200) were laid off.

These “gems” are what I call “Free Agents.”

It was easy for companies to find these Free Agents. Their resumes were either sent to them directly or were posted on a job board. Now that these Free Agents are no longer available in the market, companies are back to the “usual” ie: they’re hiring recruiters to find the Top Talent that is not readily available in the market. The balance between supply and demand for Top Talent has again swung back in favor of “demand.”

Free Agents are reestablishing their careers and rebuilding their work history. As such, they need to have job stability on their resume, which means they are reluctant to look at new opportunities, no matter how good it sounds. To be perfectly honest, they probably should get 2-3 years under their belt. Those who survived the layoffs are just getting comfortable with the idea that it’s ok to explore opportunities; the worst is over and there are good opportunities out there that may help them accomplish their long-term career goals.

In conclusion: To find the Top Talent you need, it’s more important than ever to work with a recruiter that has significant relationships in your field and a proven track record of success.

How many times have you hired someone based on their skills, only to fire them because they were not the right fit for the position?

Behavior, attitude, and management styles cannot be accurately discerned simply through an interview. As one CEO told me recently, “I’ve been accurate at times, and I’ve been downright bamboozled at times.” Candidates know how to say the right things at the right time, so how do you know whether someone is really the right fit for the position?

Skill assessments are excellent at quantifying a person’s knowledge. And assessments that reveal a person’s attitude, motivations, and character help to predicate the likelihood of a person’s success in a particular position. Many of my clients use these assessments for every position they hire for. The value far outweighs the expense, which is typically just $300.

Companies that consistently use these assessments to hire, manage and develop their teams have a strong record of developing successful talent and reducing turnover. The assessments help senior management understand the personal characteristics of their current staff and managers, and provides insight into the company’s actual culture and environment. When making a hire, you can then use the results of the assessments to determine if the candidate has the overall right characteristics for the company and the position, as well as determine if the potential employee will work well with a specific manager.

Assessments are a critical part of the hiring process and they provide you with insightful information that can help you make an informed hiring decision and avoid costly hiring mistakes. Make sure you’re using assessments when you make a hire and when you seek to promote and develop from within.

 Jonathan Broder is the author and founder of Strategic Professional Staffing www.stratpros.com and his blog is at www.stratprose.com

Three years ago, I heard that all the time. These days, with the uncertainty everyone feels about their own job security, more and more people understand that they need to continually look out for their careers. But a new sentiment has emerged: “You can’t guarantee that the grass is greener on the other side of the street, so I’m staying put. The job I know right now is better than the one I don’t know anything about.”

It just goes to show that no matter the state of the economy, you can always come up with an excuse as to why you shouldn’t conduct a job search. However, those who find success and get ahead do so by actively managing their careers, regardless of the economy.

To get ahead and find success where you currently work, you have to actively manage your career by building, nurturing, and developing the right relationships with your co-workers, managers, and others outside of the company, especially if you need to bring in business to be successful. Modern business life, however, reveals that most professionals find career advancement today not by climbing the ladder, but by seeking out and making lateral or progressive moves to a new organization. That means that if you are employed, you not only have to manage your career where you currently work, but you also need to explore opportunities outside of your current employment as well. This requires you to conduct a “passive job search.”

A passive job searcher is someone who is currently employed, not regularly submitting resumes or going on interviews, but may be curious about other opportunities, especially if the right opportunity arose. Conducting a passive job search is very difficult given the constraints on your time and the fact that it’s not a top priority. After all, you’re currently employed and live a busy life.

Smart professionals can conduct a passive job search, in part, by relying on a professional recruiter who is well connected and understands their long-term career goals.

As a recruiter, I regularly meet with professionals to discuss their long-term career objectives, knowing they are not actively looking for a new position today and are not expecting me to make an introduction for them any time soon. We have an understanding, however, that if a unique opportunity arose, they would definitely explore it. Confidentially, of course.

Be cautious though. Not all recruiters share this approach. There are far too many recruiters just looking to make a placement today and, if you don’t fit what they’re looking for, they move on to the next candidate. That, I believe, is short sighted. Personally, I appreciate it when someone tells me they aren’t actively looking for a new position but would still like to meet. Usually it happens by way of referral and I consider it a great compliment.

“Success always comes when preparation meets opportunity.” Conducting a passive job search with the assistance of a professional recruiter will help you find that opportunity and success.

Jonathan Broder is the author and founder of Strategic Professional Staffing www.stratpros.com and his blog is at www.stratprose.com

Social media is all the rage! We’re talking about MySpace, Facebook, Twitter, and LinkedIn. Of course, there are other sites, but the “MFTL” superfecta (in horse racing, superfecta is the four horses that finish first, second, third and fourth) leads the pack by miles.

It’s amazing what social media has done for the recruiting industry. Companies are enjoying great success using social media tools to find candidates, and job seekers are finding opportunities on social media sites. Recruiters have access to more passive candidates than ever before. It’s great!

But job seekers need to be aware of the impact social media can have on their job search.

When you e-mail your resume today, unlike in the past, you are not anonymous, nor is your resume just “words on a piece of paper.” There are tools such as Xobni that use your e-mail address to find your social media profiles. Oftentimes your picture, contact information, and comments friends posted about the party you were at last weekend are all visible. Of course, each site has its own levels of security, which limits the amount of information available, but I doubt you’ve really gone through the security and privacy preferences to make sure your social media profiles are “HR friendly” for purposes of your job search.

And that’s exactly what I recommend. If you are conducting a job search, make sure all of your social media profiles are “HR friendly.”

Oh, and don’t forget that old profile you haven’t accessed for years. All of your social media profiles are still out there unless you’ve closed the accounts. Remember, what happens in Vegas stays in Vegas, but what you post on social media sites stays on social media sites.

As a recruiter, I regularly ask people to join me on LinkedIn and Facebook. I find it’s helpful if people can get to know a little bit about who I am and see a picture of me even before we meet in person. It’s important that I see my candidates’ profiles, and I advise them to clean them up when necessary. My clients are human. They are curious, they do search for your profiles, and they will pass judgment.

Social media sites are critical communication tools when conducting a job search. You have to use them! I just advise you to edit your profiles and accounts so that when you need to use them for professional purposes, you can without fear. Learn about and adjust the security and privacy options on the social media sites you belong to. The settings are powerful and can allow you to have fun with your friends and, at the same time, have an appropriate version for purposes of your job search.

Trust me, as the social media superfecta grapple with the need to monetize their databases of millions of members in order to turn a profit, more and more of your personal information will be used for commercial purposes. The good news is that technology is providing you with plenty of options to protect that data. So use it!

Jonathan Broder is the author and founder of Strategic Professional Staffing www.stratpros.com and his blog is at www.stratprose.com

• Arrive 15 minutes early for the interview. Yes, you will have to wait.
• Turn off your cell phone. I repeat, turn OFF your cell phone, including vibrate.
• Good personal hygiene is a must.
• Dress professionally. Don’t dress to impress, just be professional. That, of course, will be determined by the type and nature of the position you are interviewing for. Generally, avoid bright colors or revealing clothing. Interviews are a test of stamina. Gentlemen, wear a V-neck undershirt.

• Greet your interviewer politely, exchange pleasantries, and offer a firm, professional handshake.
• Look your interviewer directly in the eye when you speak with him/her.
• Have good posture when sitting. Do not slouch, lean to one side, or recline.
• Offer a clean copy of your cover letter, resume, and other interview materials. Bring at least three extra copies. You never know who else you may meet with.
• Stand and introduce yourself when someone new enters the room.
• Ask for a business card from everyone you meet and offer yours.

• Explain your work history, and do not assume they have read your resume. Be conversational, ask questions, be engaging, and show them you are here to learn about the company, the opportunity, and the environment.
• If you are a talker, take a deep breath and relax. Try to answer the question that was asked and answer it succinctly. Do not go on and on.
• Be prepared for situational questions such as, “How would you handle …” or “Give me an example of a time you …” or “What are your strengths?” etc.

• Do not rush the conversation. It’s okay to take a moment to think about a question before you answer. Try to avoid being wishy-washy, and avoid saying “um.” Instead, buy some time by saying “Interesting … (pause), now that I think about it ….”
• Be personable, enthusiastic, and energetic. Be positive about your past work experiences, as well as your current state of affairs, even if you are experiencing difficulties professionally or personally. Leave your baggage at home!
• Toward the end of the interview, and only after learning about the company and the opportunity, should you ask about insurance and benefits. Be sure to do so without revealing personal details about you or your family’s health or medical concerns/problems.

• Answer questions regarding your salary expectations by saying, “I was last making $X and I’m looking for more career growth,” if you are employed. If unemployed, say, “I would like to stay in the same ballpark.”
• Answer questions regarding your availability by saying, “I need to give my current employer the appropriate two weeks notice,” if you are employed. Or, if you are unemployed, say, “I am currently available, although I am interviewing with other employers later this week.”
• Thank them for their time.

• Send thank you e-mails. Just say thank you. You do not need to resell yourself.
• Never ask for your parking to be validated.
• Always end with “It was a pleasure meeting with you. Thank you for taking the time, and I look forward to hearing from you!”

Jonathan Broder is the author and founder of Strategic Professional Staffing www.stratpros.com and his blog is at www.stratprose.com

Mike was an experienced accountant with the right education, the right work experience, and the right attitude. He called me after the interview and said, “I totally hit it off with them. There’s no doubt I got the job!” As a recruiter, when I hear a candidate utter those very words, I brace myself, for it’s an almost certainty that he won’t get the job. And he didn’t.

Why does this happen? All interviews begin at the same starting line. As each interview progresses, it takes a unique path, with turns and detours, and finishes at a very different ending point.

There are many pitfalls that can happen along the way, and “getting too personal” is an easy one to fall into. Even though there are laws that govern what questions an employer can ask, interviewers are not required to stop a job seeker who shares information they can’t otherwise ask about. For instance, a candidate can share too much personal information or talk about things that are irrelevant for far too long.

In an interview, you should get to know your potential employer. You want to connect with the interviewer, and you should share some information about yourself, your interests, and your background. Play a little bit of the “who do you know” game, but never offer your opinion about people you may know in common.

Here’s the trick: You need to share enough information to establish a personal connection with the interviewer and, at the same time, make sure that the interview does not become about other topics, namely family/kids, hobbies, where you went to school, or who you know, etc.

If you continue talking about topics that are outside of the scope of a formal interview, chances are the interviewer won’t stop you. How you handle this and get back on track will be very important to the success or failure of your interview.

Therefore, stay focused. Redirect the conversation back to appropriate topics by asking questions about the company, the opportunity, and explain why you and your background are a good fit for the position.

Remember, you are interviewing for a job, not auditioning for “Will You Be My Friend?” Hiring managers look for top talent to work for them and to help them accomplish the company’s business objectives.

Your work experience, skills, and proven ability to perform will be the driving factors in the hiring decision. Who you are, your interests, and the commonalities you share with your coworkers often helps make the decision that much easier.

Jonathan Broder is the author and founder of Strategic Professional Staffing www.stratpros.com and his blog is at www.stratprose.com

The interview is your opportunity to give the interviewer a clear picture of who you are and what you’re about. They may have contacted you for an interview, but do not assume the interviewer has actually spent much time reading, let alone studying, your resume. Chances are the person who first contacted you spent some time reviewing your resume, but it was probably less than two minutes and they may not have even looked at your cover letter to garner the background information you felt was so important. So start every interview with the assumption that the interviewer knows very little about you, your background, and your experience.

In every interview, it is your responsibility to educate the interviewer about your background and experience, and about why you are qualified for the job. You need to articulate your work history without sounding like you are reciting your resume. This takes preparation and practice because “interview talk” is very different from how you are used to speaking about yourself.

Prepare and practice—That’s right. You need to prepare and then practice talking about yourself, your career history, and your relevant personal background. The best thing to do is to take out a pen and paper and write an outline of your education and work history. This information can also serve as the basis for your resume, but the goal of this exercise is to get you prepared to speak about yourself.

For each position you’ve had, write down bullet points that describe the job’s duties, your accomplishments, and unique responsibilities that you had. Don’t write sentences. Just get to the point!

Now you are ready to take these “talking points” and turn them into your “presentation.” You should practice your presentation just as you would your role in a high school play. Go ahead, stand in front of the mirror and recite your lines. Or, even better, ask a friend to role-play with you. Keep in mind what the interviewer may be looking for. This will help you anticipate the questions they will ask in the real interview and lead to a more productive role-play scenario.

Remember, successful interviews are not one-way presentations. Rather, they are interactive, conversational in tone, and provide opportunities for both parties to ask questions. The purpose of practicing your “lines” is so the right words roll off your tongue at precisely the right moment. By being prepared, you will sound professional, confident, and self-aware. These are key qualities employers are looking for.

Don’t let this opportunity pass you by. Practice and preparation lead to success!

Jonathan Broder is the author and founder of Strategic Professional Staffing www.stratpros.com and his blog is at www.stratprose.com

The Scenario: You applied for a position and have been contacted for an interview, or a recruiter has arranged for you to interview with one of her clients.

The Problem: You are not sure you want the job.

The Discussion: The good news is that no one has offered you the job yet. So let’s analyze the situation from a positive point of view.

They want to meet you. That’s great! It’s an opportunity, and opportunities are what life is all about. You should focus on getting prepared. You have nothing to lose and much to gain. Don’t question or doubt it—Go for it!

Interviews are an opportunity to learn about a company and its culture and environment, and a specific position that may give you more responsibility, present a new challenge and almost certainly improve your financial condition. Making a career move may also help you balance other aspects of your life. The new position may allow you to work closer to home, have more flexible hours, receive better insurance and benefits, have more flex time, or even have on-site daycare for your children. The competition among companies to attract top talent is intense, and the perks they offer are designed to incentivize you.

Occasionally, I have seen job seekers prejudge opportunities or decide something is not right for them before they have the facts on which to base that decision. Don’t make that mistake. It is important to open yourself up to the opportunity and learn about it first.

Your goal in an interview should always be to position yourself for success. You want to be sought after, rather than seeking. So make sure you take the interview process seriously and always bring your “A” game. Remember, first impressions count. Even if they decide not to offer you this particular position, you want them to always remember you and hold you in high regard. You never know what other opportunities may come up that are the right fit for you.

Treat each opportunity as though it is the one you’ve always dreamed of. Always be at your best. Decide later whether it is the right fit for you or not. By being open to opportunities and going in with the right attitude, you will position yourself for success!

Jonathan Broder is the author and founder of Strategic Professional Staffing www.stratpros.com and his blog is at www.stratprose.com