It’s the 8th commandment out of 10; found in the Bible's Old Testament at Exodus, Chapter 20.
Irrespective of your religious beliefs or lack thereof, no judgments being made on my part but I believe except for perhaps the criminal element in society, it is common knowledge that theft is not only illegal but also immoral.
Now, what does this have to do with job seekers and dealing with professional recruiters? Bear with me.
If I could negotiate:
An instantaneous 21% pay raise for you and your family with an additional $ 5K sign on bonus
I need your help -- and will include you in my next best-selling job search
book as a reward!
According to
readers of my last book, "Guerrilla Marketing for Job Hunters," one
of the touches which made it so “real” where the ideas that came from others –-
recruiters and job hunters alike. The short stories which chronicled the
creative ways candidates used to get in front of hiring managers inspired a lot
of people to have the courage to try new things.
That's why I need your help for my latest book, “101 Ways To Find a Job Today:
How to Get Hired using the Guerrilla Marketing Secrets of Infomercials, Junk
Mail and Vacuum Cleaner Salesmen”. It’s a fun title that will pull well
on store shelves.
I’d like to include YOUR success story -- something that you or one of your
friends or candidates did that was CREATIVE and PRODUCED A JOB INTERVIEW.
In our house everyone works once they hit the age of 8. Yes that’s right - 8. The day after
your 8th birthday
you better have a plan… All kidding
aside [not that I am], I’ve always told my friends that it’s a bit too late for
their children to develop good work skills and deductive reasoning abilities
when they graduate college. They need to
start when they’re in their mid teens or they’ll be living in your basement
forever.
Take my daughter Christa for example. [She’s the one on the left.] Brilliant
girl. Wants to go into sales, PR or marketing
when she graduates. So what’s she doing
for the summer? Flipping burgers? Working at the car wash? Retail? Helping dad? Nope. Christa decided she needed to hone her
leadership skills and become a better presenter – so she’s a staff cadet at the
local army base teaching methods of instruction, leadership and drill. In French no less.
Rule 9: Consult THE NEW VALUE TABLE for everything you do and every
job you apply to.
Especially for management and senior positions, companies
are rarely looking to fill in a box on a standard employee recruitment form.
Usually, companies are looking for something more nebulous, and more
important. They are looking for a senior
person who can deliver a QUALITY, not a quantity, someone who can explode out from an open-ended initiative-driven space.
Rule 7: Part 4 of 4: Temp Your Way to a Full time Job
Temporary Employment Agencies
Temp agencies do exactly what their name suggests. They
provide employers with temporary help on a day-by-day temporary or contract
basis. The industry is huge – upwards of
$80 billion per year. According to Inc.
Magazine, four out
of the top six fastest growing companies in the U.S.were professional
recruiting/staffing companies.1
Because “human capital” is now easily expensed away or
treated as a variable cost, there’s a built-in incentive for
employers to hire people on a project basis only for as long as a company needs
them. In most cases you’ll be paid by
the temp agency and they will invoice the company separately. Many agencies supply benefits that are equal
to those provided to full time employees by major corporations.
Rule 7: Part 3 of 4,Become a Source for Headhunters. They’ll appreciate it, remember you, and
reciprocate.
Head-hunters also referred to as recruiters by the
uninformed, come in two basic flavors: retained and contingency.
Retained – where
the firm has a financial relationship like that of an Executive Search firm
with the client company. Retained recruiters
are paid an up front fee and a further success fee for completing the
assignment. Completing an assignment
requires the recruiter to match a candidate to the job specification. Retained recruiters usually have an
‘exclusive” relationship with the employer and may even be their unofficial
“talent scout”.
Contingency –
where the recruiter has the opportunity to present a candidate and if the
company likes the candidate, and hires them the recruiter gets paid. If they don’t find a match there is no fee to
the company. Often times many
contingency recruiters will be vying at the same time to fill the same position. Time is of the essence with contingency
recruiters,
so if you want to be considered for their projects you have to respond to them
immediately and be available for interviews on a moment’s
notice..
Rule 7: Part 2 of 4,Become a source for Headhunters.
Executive Search Firms
“Don’t call us we’ll call you”, pretty much summarizes the
philosophy of most Executive Search firms, and with
good reason. Executive Search Professionals are hired by companies and
put on a retainer to find a candidate to fit a specific role the company has
identified. There are normally rigid
requirements that need to be met in order for a candidate to be
considered. They are not interested in
job-seekers, other
than to fatten their databases.
