Skills needed to become best head hunters

Head hunters or senior recruiters are best profile hunters who can fill the position that exactly matches the job description. Head hunters work only for most senior person or rare profiles that are least found on job boards. They have their own head hunted database of all kind of profiles ranging from juniors to seniors. All head hunters are not expert in sourcing all the profiles of different sectors. They work only for specific category, say for example, ecommerce. 

They are well aware of current economy, competitors, and candidates. They know upcoming companies and their recruitment needs. These head hunters are capable of building strategy for companies by placing right candidates for the roles. They never struggle searching for candidates at the time of recruiting as they are ready with database of candidates.

 In case if candidate rejects, they start constructing wide network from one another and seek reference till they found the candidates. These make so unique of searching candidates through convincing without using any tools or online sites.

Now you understood the techniques how headhunters work and the way of approaching candidates. If these are the basic skills, then the core process is researching and convincing. How you find hidden profiles of talent candidates when not available on job boards? And how to convince them to change their mind?

1.Direct head hunting

2.Indirect head hunting

Direct head hunting - It involves calling candidates directly after research on websites, magazines, newspapers, reference from junior candidates working under him/her, seminars, industrial exhibitions, personal research through friends, and friends of friends. Direct head hunting, where head hunters know the person and their performance including background.

Indirect Head hunting: Company is rapidly developing and a key person is involved in it, but they are hiding their identity, internally and externally. Who are these candidates? What are their designation and job responsibilities? finding these candidates is the great challenge for headhunters. Top candidates never disclose their identities like mobile numbers, email ids etc except to their clients, friends, and family members. Some candidates mention numbers and email on websites while others keep it secret.It involves step by step procedure to reach these candidates.

Step 1: Research: competitor’s business & growth

Step 2: Key person

Step 3: Approach

Step 4: Convince

Step 5: If interested, keep in touch

Step 6: If not interested, follow them

Head hunters greatest challenge is finding out key person responsible for business strategy. After researching competitor’s business growth, headhunters start searching candidates, and catch hold junior employees working below these top candidates. These junior candidates may help out finding top candidates. Better relationship with junior candidates help out to get more reference of senior candidates. It seems to be more difficult task but it is the most targeted profile.

Expert head hunters or professional head hunters having decades of experience in this field have strong knowledge approaching candidates. It requires lot of tricks of talking i.e. creative talking and it takes time to reach these candidates. As already mentioned, head hunters should maintain database of these profiles and when require comes they should be ready with profiles and start convincing the candidates.

Check the average recruitment consultant salary

How to write effective mail to candidates

Email is the most important part of recruitment for communication after primary talk. Many companies just forward the email without having discussion with the candidates specially MNC’s, and they end up taking interview with unqualified candidates. Besides oral communication, strong written skills are essential to attract candidates. 

Both, oral and written communications are required for successful recruitment. Many recruiters lack basic written skills. The way you write, the way candidates respond. If you write too strictly, candidates think more of confidential and they won’t apply.

Then, how to write effective email for recruitment? Here is the tips.

Step 1. Introduce yourself – Name and Designation

Step 2. Mention how you found the profile

Step 3. Small description about your company profile not more than 100 words, and include web url at the end of the description.

Step 4. Start the job description after company introduction.

Step 5. At the end, provide social link of any 1 sites.

Step 6. Prefer providing personal official number rather than general landline number and not more than 1

Step 7. Request for updated profile

Step 8. Ask references

Avoid these sentences

• "We are looking from reputed institutes"

• "We are looking for only male/female candidates"

• "Please ignore the mail if not suitable"

• "Below 30 years of age"

Avoid technical issues

• Too many links.

• Too many images, and image at beginning, that will block your whole content and get listed in spam

• Html content

• Large font size and coloring

• Bold and italic text

While writing email, don’t do any spelling mistake. Check before submission. Create job description according to your company standard and seek help from concern manager. Don’t copy from internet. Send email at evening if you want to have telephonic discussion on the next day or if the requirement is urgent, you can send the mail at any time. Most candidates check mails late evening after duties. 

For headhunters, they are comfortable talking to candidates at any time before email communication. As already mentioned, only written communication without oral is waste of time. If you targeted candidates after researching their profile, it is better to have oral communication. These passive candidates always prefer talking. Being a recruiter, whether you are working for corporate or agencies, always prefer to talk before sending the mail.

If you are hiring only for female candidates make sure you mail only to female employees and do not mention in the mail that only female candidates are preferred. If you send it to male candidate unknowingly, they may send it to spam or they may think about discrimination. 

Don’t write about institutes and mention it in your email. If you want to do so, research the profile, candidates of same college or reputed institutes and approach them without mentioning “reputed institute” in your email. 

We better recommend avoiding “reputed institute”. You can’t judge the candidates performance who studied at reputed institutes or marks scored in the exams. Talent candidates are always hidden, and if you look only about his educational background and marks scored, they may think that you are giving importance only to his education rather than candidate’s passion, interest, and their performance. They may avoid you.

Check out the top headhunters singapore.

Digital Recruitment and Reputation

Digital recruitment, also known as e-Recruitment, online recruitment, internet recruitment, is the process of searching and finding candidates on internet using search engines and various websites. Recruiters can find candidates resumes or work history information online.

 It is one of the cheapest ways of approaching candidates. Besides, employers brand themselves on digital platform to showcase their company information to attract clients, customers, and employees. Internet, acts as a best online media for employees and employers for communication and relationship.

Ways of digital hiring method:

1. Job Boards

2. Social media sites

3. Website

4. Display Advertisements

4. Search Engines

5. E-mail

6. SMS

1.Job Boards - There are numerous sites where employers search for the candidates, and employees apply for the jobs. Job boards, the best and cheapest way for employees to approach companies. Besides, several classifieds, business listings sites, post job ads etc are available for employers to post their job openings and attract candidates. Fresher’s, job seekers, active candidates, passive candidates apply for the jobs using these job sites.

2.Social Media Sites - Potential users make friends, develop network, post contents, images, videos, comment, rate, and share it on other social networking sites. Employer’s business profile on social media sites attract candidates of interest. Employers can post images, content, videos, links, events etc, are shared among friends by potential users (candidates) reaching other users within short time. Jobs posted in this way reaches employees creating wide visibility and attract candidates. Top social sites for recruitment are LinkedIn, Twitter, and Facebook.

3. Website - Every company has its own professional website for information including career section. List of jobs are posted in the career section making easier for candidates to apply for the position. Website links are shared on social sites, blogs, and other through e-mail to reach candidates.

4. Display Advertisements - Text ads, Banners, flash ads are displayed on other blogs, job boards including search engines especially when companies want to hire huge number of candidates for their requirements. Displaying ads on social sites, blogs, and other websites of huge traffic attract candidates of interest and thereby recruiting in a given time.

5. Search Engines - Vacancies on job boards, social sites, and websites appears on search engines like Google, Yahoo, and Bing for potential users. When user type the keywords, list of jobs get displayed on these search engines making easy to apply for the jobs.

6. Email - is a most and widely used electronic media for communication. There are many search engines offering free email id creation. Sending and receiving mail is more efficient and faster.

7. SMS - Text messages regarding job openings are sent by recruiter on mobile through job boards or other electronic media for faster communication when candidates don’t find time going through email. The even most convenient then email.

Benefits of Digital Recruitment

1. Reduces cost to hire

2. Employer branding

3. Huge followers on social media sites

4. Job visibility online

5. Increases quality over quantity.

6. Viral reach

7. Less time consuming

8. Targeted candidates

9. More references

10. Communication via comments

12. More traffic to websites

13. Resume database

Drawbacks of Digital Recruitment

1. Negative Comments

2. Negative content

3. No updated information

4. False information

5. Fake accounts

6. No guarantee of accuracy.

Although digital recruitment has some drawback, it is more efficient and flexible for both employees and employers. New means of communication through this method is better way of communication reducing cost with ROI.

Tags - digial recruitment, online recruitment, internet recruitment, e-recruitment

Check out the headhunter in singapore

Types of Employment and Employees

1. Super Passive Employees - CEO, CFO, COO, General Manager, President, Vice President etc

Employees currently working for company not looking for a change are termed super passive employees by headhunters. These employees are comfort working in their respective place and they won’t change the position because of excellent working environment and benefits. Head hunting these candidates through various modes of approaching and convincing requires great sensitivity and smooth communication. These candidates are top strategy holders and never approach seeking employment and never showcase their identity externally and headhunting these candidates is extremely difficult for headhunters. They are only available through extensive networking and only through references. You rarely find their resumes on social site without full details. You need to communicate verbally selling your client business and its strength and weakness. Before approaching them, you should have thorough knowledge on background of their profile and their matching skills for your client business.

2. Passive Employees - Business Head, Head of Department, Director etc

These employees are below super passive employees. Even they are not looking for a change you can convince and place them on your client place. May be they are ready to work for other companies for change in work environment and more benefits. If you approach and sell the benefits and work culture they are ready for change. Their profiles are available on job boards, social sites, and through references. Approaching through smooth communication and convincing helps you to fill the position. Just sending job description by email without communication doesn’t work here.

3.Potential Employees - Software tester, web designer, Architect, Business Development, Content writer etc

These employees are passion towards the job they like. They want the same job designation and continue in the same field without changing the job work. Say for example, employee currently working as web designer doesn't option for software testing job. In future, they may prefer working as passive employees in the same domain, job work and with high-profile designation.

4. Active Employees

These employees are below passive employees currently working for the company. They are open to change their job due to salary and work nature. Their profiles are always active on job boards and social sites. They approach companies seeking employment. They always target companies that offer excellent salary packages, benefits, and career growth. They are currently under notice period or ready to quit the job if selected by other company.

5. Job Seekers

These employees already quit the job and currently unemployed. They are hunger for jobs. They have some experience in hand but unemployed. Their profiles are available on job boards and social sites. They always approach companies seeking employment. They are ready to work even for other domain because of dissatisfaction of their previous job. Some are open for lesser salary than previous salary that depends upon their profile status and job satisfaction.

6. Unemployee

They are recent graduate holder seeking employment. They don’t have any touch with the companies and ready to hold the position. They are ready with extra skills or even without any technical skills as they are start-up and eager to join the company. Certificate holders with some latest skills practically somehow are preferred because of interest in the field.

7. Students

Still under studies and preparing themselves specially campus selection. If they are selected, they are employed, and if not, they fall to unemployee list. Upon selection they are lucky enough, as companies going to provide training with handsome salary. Most software companies go for campus selection as they require quantity number of candidates.

Types of employment

Depending on the work, employment can be classified into several types.

1) Full Time Employment
2) Part time Employment
3) Contract Employment
4) Probationary Period
5) Apprenticeships
6) Freelancer
7) Work at Home

Full Time Employment- Every company has full time employees working for the company. They work on regular basis with compensation, benefits, incentives etc. Candidates will have better growth opportunities compared to other types.

Part time Employment- Not every company, but some company go for recruiting part time position depending on the project. If the project is of short duration, employers find difficult in finding full time employees for short period of work. In that case, they go for recruiting candidates who ready to work for minimum no. of hours.

Contract Employment-Besides full time employment, employers have also option for contractual position depending upon the work. It may be of short duration or long duration.

Probationary Period-New employee for a company serve probationary period. It may vary from months to years.The main aim is to understand whether the employee is fit for this job or not.

Apprenticeships - Students apply for apprenticeships immediately after studies. They work under experienced employee gaining practical experience. After apprenticeships, they are preferred by companies as they get industrial experience besides formal education from the institute.

Freelancer- They are individual contributors who work for company. They may work at home or at company but follow flexible place or time. They are sometimes self-employed and get paid for particular work but not monthly salary. They may also work for short term period depending upon the project. 

tags - passive employees, employees, unemployee, job seekers, types of employment

Internal and External Recruiting Methods

What is Recruitment?

Recruitment is the process of finding and sourcing quality profiles for the organization. It includes researching profiles that exactly fit the role. Recruiters find the profiles on job boards, social sites, references, resume database, and through head hunting techniques. Strong communication in English or other languages including creative talking, convincing skills, and follow-up are required to recruit the candidates.

Sources of Recruitment

Recruitment can be divided into 2 types.
1) Internal Recruitment
2) External Recruitment

Companies have 2 option recruiting candidates’ i.e. internal sources and external sources.

Internal Source -An internal source of recruitment involves recruiting candidates internally. The employees currently working in their own organization are departed to other department or higher position. If the employees’ performance are excellent and up to the mark, they are given chance to occupy higher level from the current post. If extra skills required, organization are ready to provide training. This is one of the easiest ways of selecting candidates as the performance of their work already analyzed by management.

External Source -An external source involves recruiting candidates externally for better performance. External employees already worked for major companies or competitors have better understanding of business strategy and competitive market. Though recruiting external candidates might be tougher but it has some positive effect on business.

Methods of Internal Source:
1) Selecting top talents within an organization to higher level
2) Promotions
3) Internal Advertisement
4) Former Employees on contract basis
5) Former Employees on part time work
6) Temporary employees to permanent
7) Contract employees to temporary
8) Contract employees to permanent
9) Retired employees for freelancer position

Methods of External Source:
1) Job portals.
2) Social media recruitment.
3) External employees for freelancer.
4) External employees for part time.
5) External employees for project basis or contractual position.
6) Newspaper Ads and Magazines
7) Website.
8) Campus recruitment.
9) Direct Walk In.
10) Retired employees from Ex-companies for contract, part time, project basis.
11) Recruitment agencies.
12) Internal employee referrals.

Advantage of Internal Recruitment
1) Easiest way and cost reduction
2) Less time consuming
3) No deep interview required
4) Promoting to high position increases identity of employees thereby long stay with the company.
5) Competition among employees to occupy high level when co-employee gets promoted.

Advantage of External Recruitment
1) Create new opportunities for job seekers and experience employees.
2) Branding increases externally.
3) More applicants from external employees resulting pool of rich source of candidates of unique employees.
4) Increases business strategy because external candidates of unique skills can take business to extra mile.
5) No partiality among unique employees.
6) Ability to recruit the candidates with special skills they look for.
7) No need of training on current skills as external employees are already filled with the skills it needs.
8) Business strategy can increases within no time if hired right candidates.
9) High productivity

Disadvantage of Internal Recruitment
1) Discrimination may exist in respective to caste, language, religion for promotion.
2) Dissatisfied co-employee can quit the position because of jealous or partiality
3) No opportunities for external employees.
4) External candidates seeking employment think about discrimination
5) No unique employees

Disadvantage of External Recruitment
1) More time consuming
2) High cost
3) Sourcing quality profiles becomes difficult
4) External candidates ask for more salary and benefits
5) Candidates may quit the job within short period.
head hunting

Which is better, internal recruitment or external recruitment?

What happens if there is sudden change in technology? When economy changes, new technology arises creating plenty full of employment, and steady increase in competition among employers including employees for business and jobs and people go for more sophisticated environment adapting in sensitive nature. External candidates with extra skills and current technical knowledge are well aware of business and competitive market while internal candidates are also aware of new technology theoretically but they lack practically since they are already adjusted using old technical skills. Therefore, Recruiting external candidates helps for better business growth.

Dealing with a Recruitment Consultant, 5 Tips

We've always stated how it's not easy being a recruitment consultant when you have to screen so many applicants, match them with the needs of the clients and ensure that both parties do well as they promise. But on the other side, it's also not easy to be the job applicant. Some of you may not have any prior experience to dealing with one. So it's best to be informed.

We've narrowed down the list to 5 tips you have to always remember when dealing with a recruitment consultant. We know how it works. You may not. So it's best to be prepared.

Dealing with a Recruitment Consultant, 5 Tips

1. Be truthful. Never exaggerate or overpromise. In the same way that you should not overpromise or exaggerate yourself to a company's hiring manager, you should be truthful to a consultant. A recruitment consultant is your link to numerous companies. These are companies that are out of your reach. If you do not tell them what you want, what you can do and where you want to go then, they may misrepresent you. A company may want you based on the traits you really do not possess. If you are found out, you will burn bridges and your recruitment consultant may not want to represent you anymore.

2. Never say no to an interview. We do not know you. All we have is your resume. You may have a good resume but the same goes for the rest. All consultants want to maintain a quality database of candidates. And if you are good to our eyes then, you may just be one among the rest. If you want to stand out, go to interviews. It'll make all the difference. Your personality and the way you present yourself will help you stand out in the crowd and land that next job for you.

3. Do not misrepresent the facts. If you have a desired salary in mind, inform the recruitment consultant. The last thing you want is to say a low range to your recruitment consultant and ask for a higher compensation in your company interview. Your credibility is at stake here. Don't be afraid to be honest about your compensation requirements to your consultant. Most of us earn a percentage of your fee so it wouldn't hinder us in job negotiations. State the facts as they are. They'll work for you, not against you.

4. Be accessible. You may get so many calls from recruitment consultant from time to time even when you're not out there looking for a job. Answer their calls. Keep your doors open. Another thing, consultants won't know your talent when they do not get any access to you. Join social networks like LinkedIn. Post your resumes. Search the job boards. Recruitment consultants are there to help you out but they can't do that if you don't help them.

5. Avoid getting behind their backs. Some consultants will tell you that they shortlisted you to one of their client companies. Some will tell you the name of the companies. If you don't receive any call for an interview, don't go behind their backs and submit your resumes to the companies yourself. There is a reason companies hire the services of consultants. They would not want to screen all the applicants themselves. They trust that the recruitment consultants will do that for them. If you hand in your resume to these companies, there's a huge chance they won't even take a look at it. Worse, you risk losing that relationship with your consultants who will open doors for you.

Strategies for Recruitment Consultant to Close more Deals

Never has the recruitment industry been more prevalent as it is now. Gone are the days when college graduates have to go from one company to another to seek for employments. Gone are the days when hiring companies have to sit in one senseless interview after another. The recruitment consultants changed the game. They provided the much needed go-between for the employers and the job applicants.

Now, the challenge is for the recruitment consultants to do their job. And do it well. But if you're thinking that with the number of talents graduating year after year and the increasing number of companies being set up, you are in for a good ride. Then, think again. The job of a recruitment consultant is not easy at all. There are so many challenges out there.

To give you an idea, we've listed down 5 of the most common challenges you will find in your job as a recruitment consultant.

1. Understanding the market. This is by far the most important and the most challenging aspect of a recruitment consultant. True, more and more organizations are hiring recruitment consultants to do the work for them, get them the best candidates in the market and present them with the best package while still keeping the companies' interests. But, the thing is. It's not all there is to it. Companies want their candidates and they want it fast. With the intense competition out there, you will be eaten if you do not have the perfect strategy to seal the deal. This is the very reason why there are so many agencies that closed down and headhunters who sought out other profession.

2. Building a diverse candidate database. A diverse database will help you shorten the recruitment process. Once a new client comes in, you should be ready to present to them the list of candidates you have. But with the competition out there, you'll have to double your efforts in being the first to get to your candidates. Understand their needs, your target companies' needs and make good your promises. It doesn't stop in the initial contact, follow through them. If you landed them their ideal job, follow up. Ask if they are satisfied or do they need anything else. It takes a lot of effort to build that database.

3. Getting your candidates' commitment. Not all candidates will allow you to represent them exclusively. They will be in contact with a number of recruitment consultants and see which would provide them the best job opening and salary promise. You may be aware of it. But you wouldn't know which of the candidates are doing just that. They'll promise to your face but when the interview time arrives, they may or may not be there. This will stand in your way in getting your clients. It'll tarnish your image and your reputation.

4. Hiring the best recruiters. You won't do it alone. Most of the time, you'll need to establish a team to help you get your game together. But the problem is, with so many agencies out there, it'll be a real challenge to get the ones on top. You'll have to make do with mediocre ones. True, you may train them. But it takes such a long process. There are some things that words can't even describe. They have to experience them in order to learn and while they're at it, you'll find it all the more challenging to handle the candidates, the clients and train these recruiters simultaneously.

5. Making your mark. Advertising any job openings should be as real and as true to the actual job itself. You wouldn't want to overpromise your candidate and risk losing them to some other recruiter. But you'll need to attract them to stay with you too. That's the challenge. You'll need to strike a balance in between. You have to use your integrity to maintain your contacts and instill trust in them.

A Recruitment Consultant Tips by Dougles Chan - The Recruitment Guru, check out the best headhunters in singapore

Some Ways to Approach Headhunters

There are some ways to strategy headhunters, however sadly sending resumes which have been unsolicited can lead to no response as the bulk at the moment are working primarily based on referrals solely.

The greatest begin is to search out out who's who within the space of headhunting by taking a look at headhunting directories. Then comply with these essential steps:

• pick essentially the most respected headhunters who take care of trade particular positions
• name the headhunter with an inventory of basic questions concerning the business of curiosity
• ask the headhunter issues concerning the present state of that trade
• ask the headhunter about wage averages for govt positions within the space
• ask the headhunter in regards to the numbers of prime govt positions which have appeared within the space
• get into an off-the-cuff dialogue and reply all questions relating to your personal background
• if provided an opportunity to satisfy and talk about this additional, then do

Approaching a headhunter is all about making oneself seen to them as most of them now belong to skilled or commerce teams or associations. Their directories are a powerhouse of data, together with usually a listing of respected members and what they provide.

Another strategy to headhunters is to turn out to be a great useful resource for info. It is feasible to contact a headhunter and move details about those that you realize which are within the business they cope with and provides some suggestions. The headhunter will be thankful for the information and really concerned with your background as properly, including you to their potential contact and candidate checklist.

When getting a name from a headhunter, the easiest way to take care of that is to get as a lot detailed details about the job place as potential. Most headhunters reveal little about their consumer's identification, however are fairly keen to debate the corporate's location, industrial sort and measurement.

Next, interview the headhunter for extra info. Make an inventory forward of time of all of the questions wanted relating to the place one is searching for and the business itself. It is a on condition that even the most effective headhunter doesn't have all the data that one requires and can most probably be glad to seek out out and get again to you. However, it is very important watch out to not be too pushy.

Then, if the headhunter agrees to researching the knowledge for you,  provide to name them again one other day. Most headhunters can be glad to present out their contact particulars. However, if the gist of the conversion appears very free and there's a complete lack of curiosity from the headhunter, then this can be a signal of a much less respected recruiter and never value pursuing.

Alternatively, make a go to to the headhunter's workplace to get a visible take a look at the each day operations. A actual skilled headhunter depends on repeated enterprise, so the workplace will probably be very organized and perhaps even busy.

Once inside, do the identical routine as would usually be carried out on the telephone.

However, if contacted by one other headhunter after initially contacting the primary, be ready for a potential job dialogue. It is essential then to get particular job particulars, and word how the headhunter bought your particulars, however on no account supply a resume or ship one in at this level. Note that respectable headhunters will respect this and be fast to reply.

If the headhunter suggests it, then you could prepare for a gathering, at which level it is very important have an updated copy of your resume readily available. During this assembly, the headhunter will willingly reveal extra detailed info concerning the job and consumer. If they provide to rearrange an interview, just be sure you do background analysis in regards to the shopper earlier than entering into.

Approaching a headhunter will be each straightforward and arduous on the identical time. Most respectable ones now not settle for resumes with out the primary contact and interview steps. However, they do respect a name for extra data.

5 Tips to Keep in Mind When Working With a Recruitment Consultant

We've always stated how it's not easy being a recruitment consultant when you have to screen so many applicants, match them with the needs of the clients and ensure that both parties do well as they promise. But on the other side, it's also not easy to be the job applicant. Some of you may not have any prior experience to dealing with one. So it's best to be informed.

We've narrowed down the list to 5 tips you have to always remember when dealing with a recruitment consultant. We know how it works. You may not. So it's best to be prepared.

5 Essential Tips to Remember in Dealing with a Recruitment Consultant

1. Be truthful. Never exaggerate or overpromise. In the same way that you should not overpromise or exaggerate yourself to a company's hiring manager, you should be truthful to a consultant. A recruitment consultant is your link to numerous companies. These are companies that are out of your reach. If you do not tell them what you want, what you can do and where you want to go then, they may misrepresent you. A company may want you based on the traits you really do not possess. If you are found out, you will burn bridges and your recruitment consultant may not want to represent you anymore.

2. Never say no to an interview. We do not know you. All we have is your resume. You may have a good resume but the same goes for the rest. All consultants want to maintain a quality database of candidates. And if you are good to our eyes then, you may just be one among the rest. If you want to stand out, go to interviews. It'll make all the difference. Your personality and the way you present yourself will help you stand out in the crowd and land that next job for you.

3. Do not misrepresent the facts. If you have a desired salary in mind, inform the recruitment consultant. The last thing you want is to say a low range to your recruitment consultant and ask for a higher compensation in your company interview. Your credibility is at stake here. Don't be afraid to be honest about your compensation requirements to your consultant. Most of us earn a percentage of your fee so it wouldn't hinder us in job negotiations. State the facts as they are. They'll work for you, not against you.

4. Be accessible. You may get so many calls from consultant from time to time even when you're not out there looking for a job. Answer their calls. Keep your doors open. Another thing, consultants won't know your talent when they do not get any access to you. Join social networks like LinkedIn. Post your resumes. Search the job boards. Recruitment consultants are there to help you out but they can't do that if you don't help them.

5. Avoid getting behind their backs. Some consultants will tell you that they shortlisted you to one of their client companies. Some will tell you the name of the companies. If you don't receive any call for an interview, don't go behind their backs and submit your resumes to the companies yourself. There is a reason companies hire the services of consultants. They would not want to screen all the applicants themselves. They trust that the recruitment consultants will do that for them. If you hand in your resume to these companies, there's a huge chance they won't even take a look at it. Worse, you risk losing that relationship with your consultants who will open doors for you.

5 Tips to Jumpstart Your Career in Recruitment

Are you planning to pursue a career in recruitment? Well, it's not as easy as you think. With so many recruiters and headhunters out there, you have to be able to establish yourself above them, if not at least at par with them. It's best to get yourself ready and have a strategy in mind. To help you, here are 5 great tips that will help you get started.

1. Shadow a recruiter. No successful recruiter has it overnight. It comes with a lot of experiences, hard falls and triumphs. Even if you're thinking of flying solo, it's best to learn the basics first. You can start your own after that stint. You'll learn so much - screening candidates, rifling through resumes, phone interviews, client and candidate interviews. You'll pick up hints and telltale signs of what's to come. There are just some things that are best experienced.

2. Be ready to play the game. It's a tough world out there. It's never one dimensional. You have to pick through your candidates, ensure that they're fit for the job and even convince them that it's the best for them. Not only that, you have to convince your clients that you have the perfect candidate for them. There's a push and pull game either way and you have to know what works best for you while showing both parties that you're thinking what's best for them.

3. Market yourself. You have to brand yourself. Create a good profile. Let them believe in your potential. That's the greatest challenge for all recruiters out there. You're not just a face that provides candidates to fill in the positions of organizations. You are the person they have to turn to when they need help. You have to be the go-to person. That's the only way you can make a name for yourself, long after you leave the agencies.

4. Be connected. Connections are crucial. It'll be your lifeline. Use networking sites as much as possible. Join and connect via LinkedIn. Be sure to start as early as now. It's never an easy feat. You have to maintain good connections, not idle ones. Contact them once in a while. It'll help you get candidates, clients and a good lead that will open doors for you towards more opportunities.

5. Be prepared to put your neck in the line. If the situation calls for it, put your job on the line or your reputation. If that's the only way for your clients to believe you, do it. Even though it's just a bluff. They will fall for it. The fact that you're willing to risk everything means that you're confident about it. You're committed to the task. They will surely spare a few minutes of your time to meet that candidate.

7 Traits to Consider in Choosing the Right Recruitment Consultant

As the demand for headhunters and recruitment consultants rises, more and more people are jumping into the recruitment industry. For jobseekers out there, it has become a challenge to find the right recruitment agent for you, one that will understand your need and give you the job you desire.

Oftentimes, your resume is thrown into the piles of more resumes. You will be treated as just one of them. But that's not what you need. You need a recruitment consultant who will help you with your options, give you sound advice and manage your expectations. You need consultant who will help you not one who only has the clients' best interests at heart.

7 Traits of Recruitment Consultants

To help find and choose the right consultant, we have listed 7 traits you should consider.

1. Shows a genuine interest in you

Most of the time, you are just a name in their database, someone who they will include in their shortlist if your qualifications meet the needs of their client. They won't even care about you until there's a need to contact you. But a good recruitment consultant is one who will take their time to get to know you, your needs and your skills even before there is a job opening. They would want to keep you in their good side and be available once there is a good prospect.

2. Knowledgeable about the market

They know where you want to belong. Most recruitment consultants accept clients without sufficient knowledge on which niche do they belong to. Thus, they could not give their candidates the full story. These people will only offer you the standard job descriptions without any idea what they're really all about. A good recruitment consultant knows and understands the market and the industry as a whole.

3. Understands the demands of the client

They don't just promise you and give you high hopes for your dream job. They will tell you what the client needs. You can trust them to be honest. Most consultants will exaggerate and overpromise just so they can have someone who is capable enough to go to the interview. A good recruitment consultant will brief you about the requirements of the clients. They will even tell you the things that their client didn't mention. That's because they know the demands of the position. And you'll be well-informed.

4. Gives you sound advice

They are your consultant after all. A good consultant will offer you their help. They will give you an idea of what you are entering yourself into. They're not just someone who will land you that next interview to an unknown client. They will take the time to tell you about your potential hiring company.

5. Manage your hopes and ideals

Some will ride on the ideals of a job candidate, give them the false impression that they are in for the long run. A good recruitment consultant will tell you where you stand in their database, what your options are and the chances that you will land that next job in your interview. They'll tell you if your desired compensation is too high and too unattainable. They will tell you what to expect.

6. Open to your questions

Some recruitment consultants will give you the blind side. They won't tell you everything, you'll only find out once you've landed the position. A good recruitment consultant will entertain all your queries, give you the truth and shut down your fantasies.

7. Return your calls

Most consultants will simply ignore you until the time they need you. You won't even know if they received your resume. But a good recruitment consultant will return your calls. And he or she will call at the agreed time. Calls are the easiest way to show you that they care and that they are willing to take time to get to know you.