Guerrilla Job Hunting

Thou Shall Not Steal !

It’s the 8^th 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

Part II: Guerrilla Marketing the NEXT book!

Would you do me a favor?

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.

All you have to do is

Summer Jobs for Dummies - How to get a job without experience

In our house everyone works once they hit the age of 8.  Yes that’s right - 8. The day after your 8^th 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.

Perry's Rules for Job Hunting: 10 Rules in 10 Days

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.

Perry's Rules for Job Hunting: 10 Rules in 10 Days

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.

 

Perry's Rules for Job Hunting: 10 Rules in 10 Days

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..

Perry's Rules for Job Hunting: 10 Rules in 10 Days

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.