Headhunters are blessed to be able to help people and make money doing it! Definitely a win/win. Our job is to source excellent candidates quickly for companies - we see both the companies and the candidates as our clients.
We want to help you get an excellent position. So here are a few “do’s” and “dont’s” to help you down the road
What to do?
Please be responsive. Sometimes responsiveness is the difference between getting a great position and not getting a great position. How many times has someone responded to me 2 months later and expressed interest about the position only to be told that it is already filled?
Do monitor your LinkedIn inbox – chances are that someone (me!) is looking for you
Send me your CV in Word format. When we send your CV to the client, we take out your details and add our logo. So please don’t send a pdf or a googledocs link
Please keep in touch with me. Don’t be afraid of being a nudge. We both have a high stake in your success
If you want to prepare before the interview, let me know. I will be happy to help.
What not to do?
Please don’t disappear on me. Clients are looking to fill their positions and want to see you as soon as possible, if I can’t find you, it can’t happen
Don’t tell me shades of the truth. If you tell me that you have 15 years of experience managing remote teams and it turns out that you managed a team in Eilat, chances are I won’t be working with you again
Don’t show up late or not at all to the interview with the client.
Don’t come to the interview in non-representable clothing – there is only one chance to make a first impression
Don’t get too comfortable in an interview – either in body language or in words. Even though you may feel a kinship with your interviewer, remember at all times that you are definitely being judged and observed.
What would you think if I told you that when we are sourcing a candidate for a senior position, we are mostly looking at the passive workforce – people who are currently working? And about 50% of those people are always interested to hear about the position we are sourcing. And probably 60% of that 50% are interested in submitting their candidacy for that position.
Those employees might be satisfied, but they are not necessarily happy with their present position. Most of them send us their CVs. And the others are happy to hear from us.
We are noticing that in some sectors – especially in biotech/pharma, it is slowly but surely becoming a seller’s market. There is competition all vying for the top talent.
How can you leverage this and attract top talent?
We have a few thoughts:
Passive workforce candidates are willing and interested in interviewing at another company under the following circumstances:
The job is the next step up from what they are currently doing professionally or it is similar but has a career path
The position and company are secure/backed/funded at least for the next 2-3 years.
The compensation is the same or more than they are currently making. In the event that it is the same, can you show them a clear salary levelling path?
They get a good first impression of your company. Nice HR, nice hiring manager. In short, that they are treated well
The interview is informative, expectation matching can be set, the candidate asks questions that are answered on the spot. If you don’t know the answer immediately, make sure to follow up with the candidate ASAP.
Remember – attracting top talent takes effort and expertise.
And actually, top talent acquisition is a talent of its own. That is why you work with professional recruiters to source and help you acquire industry’s top talent.
By identifying and attracting the best talent in the market, you will have the winning team to lead your company to success.
Read the position advertisement carefully. Do you fit all the requirements? If so, make sure that your CV reflects this. Your CV should be a snapshot of your abilities and experience. The recruiter will scan it for a 100% fit to the position requirements. Sending something general will not necessarily secure you an interview, It is a buyer’s market and the buyers are being very particular and won’t settle for less than 100% compatibility with the position requirements.
When writing your CV, another useful tip is to state in the beginning of the CV what kind of position that you are searching for, especially when you have had a number of different positions. You should also add a few bullets highlighting your relevant experience for the position.
Don’t worry about fitting all the information on one page. If you need two pages for your CV, there is no problem!
Is your Linkedin profile updated? Recruiters usually will cross-check with the Linkedin profile. Make sure that your Linkedin profile contains as much information as possible about your experience.
Sending an unsolicited CV is analogous to buying a lottery ticket. Yes, at least it gives a one in a million chance whereby if you don’t send, you don’t have any chance. But when the position requirement states ‘relevant CVs’ only; think twice before sending a CV that is out of left field in reference to the job post.
When sending to a headhunter/recruitment agency, it is best to send in .doc or .rtf format. The CVs are usually sent to the companies without the candidate’s contact details and a PDF format cannot be easily edited. Sending a googledocs link is not the best way to send your CV– it is best to attach your doc to the email.
When applying for a position, it is a good idea to put the name of the position in the subject line of your email. Make it as easy as possible for the recruiter to immediately match between your CV and the position.
The name of your CV should be your name – not CV1, 2, etc. Again, make it easy for the recruiter to remember your name and remember your CV!
How did you find your last job and the one before that? If you are like me, you may have never applied for a role online or directly. I have always been approached about roles or relied upon relationships with trusted recruitment consultants to find the right role for me; people who know me and my skills and know how to match me to roles that offer me progression.
There are more ways than ever for companies to advertise roles and therefore for candidates to apply directly online. This brings with it a plethora of issues for both the candidate and the employer. Because it is so easy to apply directly, either via an online ad or posting, lots of people do so. This means the recruiter (in-house or agency) may receive over 100 CVs for each role they post. As if trawling through 100+ CVs isn’t bad enough, it is often the case that 95% of the applicants are not even ‘on brief’ for the role. As a recruitment consultancy we have tested online postings. It created so much more work with no reward that we no longer do this. Out of 100 CVs only one candidate had the right skills for the role we were looking to fill, but that did not stop the other 99 candidates applying.
And where does this leave the best candidates? Will their CVs stand out in amongst so many applicants, and what about providing feedback to everyone? Does anyone really have the time to provide feedback to over 100 people for each role?
It is usually the case that the best candidates do not have the time to be trawling the internet looking for their next role, because they are too busy doing a good job in their current role. They would rather be approached about a specific role that they can see offers them their next career move, than search job boards. They also benefit from the recruitment consultant selling them in to what they hope will be their future employer.
Applying for a role through a trusted recruiter should mean that you are one of maybe half a dozen candidates being put forward. The likelihood of you being invited in for an interview should be very high. At Sandra Collins Recruitment, we have a conversion rate of over 80% of the CVs we submit being invited in for an interview. This is because we only send candidates who are on brief. We don’t send CVs to our clients without meeting the candidate in person first to ascertain how good a fit they are for any given role.
Importantly, we work with our candidates to find them a role that will offer a career progression. I can’t count how many times I was approached about identical roles for other leading media agencies when I was marketing and new business director at Mindshare. Although it is sometimes the case that people are looking for a sideways move, more often than not, they want progression or at least a different challenge. The best recruitment consultants will have a good understanding of your skills and how these may be transferable to different roles.
Choosing the right recruitment agency is also key for both companies and candidates. Recruitment agencies that just collect and submit CVs, add little if anything to the process. If they are not vetting candidates and submitting only those with the best fit, then companies may as well rely on online postings and cut out the middle man.
Recruitment consultants, who work in partnership with their clients and their candidates and who seek out candidates who don’t even know that they are looking yet, will source and secure the best talent.
Sandra Collins Recruitment was founded in 2010. They specialize in sourcing new business and marketing talent within marketing communications agencies, predominantly in London.
When the job market evolves, what once was true can become myth. Here is how some of those old truths look today.
Army Service Is Required
Myth: It used to be that you couldn’t get hired unless you had served in the military - the Israel Defense Forces or IDF - regardless of whether your service was related to the proposed job.
Fact: If this was ever really true, the Russian aliyah of the early ’90s put an end to it. In addition, the rate of exemption from army service for Israel’s eligible youth continues to increase so it would have ended anyway. There will always be some jobs that require specific army experience but nowadays the reasoning will be clear from the job description
You Must Be In Israel Already
Myth: It’s impossible to find work inIsraelwhile youstill live abroad. Fact: It is possible and it’s never been easier, but jobhunting is hard enough without this extra dimension so it’s still not recommended. If you’re thinking of making aliya, you should check with theshaliach from the nearest branch of the Jewish Agency about the programs theyhave to help olim find work before moving toIsrael(up to 6months in advance, even). For anyone else, you will first need to convincerecruiters and hiring companies that you are able to move back to Israel quicklyenough for them (1-2 months usually) otherwise your job search will not get far. Later, you will also need to fly in at least once for a face-to-face interviewand hopefully, a contract signing.
Hebrew Is a Must
Myth: No one will hire you unless you speak Hebrew fluently, a particular concern for potential olim.
Fact: Israemploy founder Chaim Fox-Emmett probably won’t like Israel and after you have arrived but Chaim makes a good point when he says that it’s better to work than sit in Ulpan during those critical first months.
Rony Lan is the CEO and founder of boutique executive search group L-il (”El Israel”) Top Talent Acquisition.
1) Hi Rony. How did you get into recruiting? I have been working in the recruiting field for many years. I got into this field because I love working with people, helping others and because I believe that people are the organization’s most important asset, and therefore recruiting the right people and motivating them has critical influence on the success of the company. I worked for more than ten years in HR management positions both in high tech and bio-tech industries. I have also lived and worked in both Israeland in the US. This is how I got into founding and managing L-il Executive Search, my own recruiting company.
2) Tell us about your company. What are your specialties? L-il Executive Search is a boutique executive search group, specializing in placing international professionals with international experience - new immigrants (”Olim”) and returning citizens - in leading positions in Israel. We help bring to Israeltop talent from the best organizations and academic institutions all over the world and we enhance the organizations’ managerial and technological capabilities. We also help people who want to live and work in Israel. Thus, we give added value to all parties involved: Israeli companies, executives and the Israeli business environment.
3) Where could standards help in Israeli recruiting? I think that companies, job seekers and recruiters can benefit from standards in the Israeli recruiting. Some standards can create order, fairness and prevent chaos or misunderstanding. I think there are certain standards that should be implemented - for example, that before sending a CV to a company, the recruiter must get permission from the candidate and that only a qualified or certified person can recruit.
4) What do you think makes a great recruiter? A great recruiter knows how to listen, understand, and analyze the needs of his/her clients and is able to make an accurate match between candidates and companies.
5) Do you source candidates? Yes, I use all available social networks to seek the right person for the right position.
6) What do you typically do upon receiving a candidate’s resume? Upon receiving candidates’ resumes, we do our best effort to make sure that we answer every candidate. We check if there is an immediate job opportunity to offer the candidate. If there is, we contact the candidate and try to figure out from his/her background and goals if the position might be a good fit. Additionally, we input every incoming resume to our database. Then we make another search to see if there are any other relevant job opportunities which might have been overlooked. If we don’t have a position to offer since the candidate’s resume has been inserted into our database, we contact him/her again as soon as we have a position to offer.
7) What elements of a resume point to a standout candidate? Elements that point to a standout candidate are education in a top tier institution, excellence in studies, fast progress of a candidate to a very senior position, etc. Usually, for highly talented executives, there isn’t just one single element, but several elements that indicate that who is a top talent.
8) What do you advise candidates NOT to do? I would advise candidates not to spread out their resumes all over without knowing where and when they send their resumes, especially if they are in a discreet job search. I would also advise candidates that are not familiar with the Israeli job market not to send their resume without preparation. Resumes in Israellook different that resumes in the US, for example, and it would be wise to write in an attractive way that will lead to an interview.
9) What is the strangest resume mistake that you’ve seen candidates make?
The strangest thing that happened to me is that I once received a resume that had no contact information at all.
10) What do you think of Israeli Job Search Myths Debunked? I think it’s a well written article and I agree with most of the points written in the articles. With regards to the myth “Hebrew Is a Must”, I would say that not only do I agree with the article’s writer but that in many advanced industries, including high tech and biotech, English is a must. Many companies have clients, contractors and branches all over the world and their first language is English. Even internally, many companies correspond in English. If you’re mother tongue is English, you have a big advantage. Of course it is desirable to be fluent in Hebrew, and some jobs still require it. In these cases, even a few months of learning Hebrew won’t change much. Many English speaking people I know manage to work and live in Israelwithout speaking Hebrew at all (though I would not recommended this).
With regards to Hebrew, I would like to give one tip: unless your Hebrew is very good or the interviewer doesn’t speak English, handle the interview in English and don’t struggle with the Hebrew. You should feel comfortable and impress the interviewer. This will be easier to accomplish in your mother tongue language.
11) What’s the best way to contact you, whether as a candidate or as an employer?
The best ways to contact me are via telephone: +972-8-9491508 or via email: Rony@l-il.co.il Also, you’re invited to take a look at our website:www.l-il.co.il.
Carrying your cell phone all the time makes it the single best place to centralize your job search.
Here’s how you should be using it for job search success.
Cell phone job search basics
Only get one if you must- yes, there are still people who don’t have cell phones. I held out as long as I could before finally getting my first cell phone in July 2007. How was I able to wait so long? Whether at work or at home, I always had a land line within reach and when I was out, I was either with my wife or otherwise able to borrow her cell phone. If your job search will see you out of the house often, you must get a cell phone.
Use your own- Do you have a work cell phone from your current job? Never use that phone for anything job-search related.
Separate work and play- job search is a job in itself and should be treated in kind. Just like you should use a separate “home-work” email account for job search, you might want to get a separate home-work Cell phone for job searching. One idea is to rent a phone. Among the many benefits would be knowing that anytime that phone rings, it’s job search-related.
Choose the right plan for you - use this guide and your personal experience to make a short list of needs for your job search cell phone usage. Perhaps you’ll need more minutes or you’d like to have Internet access. Then, find the best plan to fit your new needs.
Choose the right phone for you - similarly to the above, maybe your current phone doesn’t allow you to everything you’ll need or maybe it’s time to get a new phone anyway. Before making your choice, try to understand your needs as best as you can.
Sync with your personal brand - The kind of phone you carry should be consistent with your personal brand. If you’re going to an interview for a professional position, you’ll likely be dressed well.
Don’t ruin that impression by showing a scratched, beat-up old phone. If you have an old phone, buy a shiny new faceplate to put on it.
Keep your phone charged - have your phone fully charged before you head out for interviews or meetings. You may even want to carry a charger with you if you’re a heavy user. In Israel, there are electrical sockets on public trains that people routinely use to charge their cell phones.
Keep your phone updated - service provider or manufacturer security patches prevent people from stealing information off your phone, and free upgrades may give you new software tools to save time or otherwise improve your job search
Follow manufacturer usage guidelines - don’t ignore warnings about using your cell phone in extreme weather, getting it wet, etc. The last thing you want is for your cell phone to die when you depend on it for so much. You certainly don’t want your cell phone exploding on you.
Anticipate loss or theft - avoid storing anything incriminating on your phone, use passwords and keep your information regularly backed up on your computer.
Features to leverage for your job search
Address book- put all your contact information into your cell phone’s address book and fill each profile as much as possible. Include company research where relevant and notes about people you’ve met or are going to meet. Categorize your recruiters and job search contacts and assign each category a unique ringtone so you’ll know it’s a job-related call before you answer the phone.
Calendar - keep your schedule of job search tasks, interviews and networking opportunities updated on your cell phone for you to check at a glance.
Reminders - by keeping your schedule on the phone, you can set reminders so you never miss anything in that schedule.
Memos - whenever a job search idea pops into your head - tactics to try, someone new to contact, etc. - take note of it and then assign an alert to remind you about it later.
To do lists - organize your job search tasks in a prioritized to do list. Assign a due date to each task and make your best effort to meet those deadlines. This is especially important if you’re unemployed and might be getting out of the habit of having deadlines.
Email - being able to check your email on your cell phone is a good way to avoid carrying around a laptop.
Camera - take a picture of interviewers if they don’t mind and attach the image to their profile in your address book. If they ask why, it’s a memory building exercise. People don’t do this often, so it will make your visit more memorable. Another idea - make a video of yourself giving your elevator pitch so you can easily send it to someone else via multimedia text message (MMS) or email.
Voicemail - have a professional-sounding voicemail message that’s brief, upbeat and confident. Don’t be afraid to change the message on a whim if you’re expecting a specific call and there’s a chance you’ll miss it.
Web browser- use the Internet to find maps to interviews, read about a company, browse job listings, update your blog or Twitter account and more. Many web sites have mobile versions like LinkedIn or CareerBuilder.
Text messages- have job listings delivered directly to your only if you can ensure that each listing will interest you otherwise this will get annoying very quickly. Also, depending on how you’re managing your job search, this may not be very practical.
Image viewer - carry pictures of company buildings or other unfamiliar meeting locations that you downloaded from company websites, photosharing sites like Flickr, telephone directories or sites like.
Google Street View. Also, carry a good, professional-looking portrait of yourself for quick sharing.
Files - carry digital copies of your resume or CV that you could quickly share via Bluetooth, email or MMS. Or- use your cell phone to learn; where better to read e-books than when you’re sitting in public transportation?
Multimedia- job searching is stressful. During a commute, use your cell phone to relax with your favorite music or tv show.
Ringback tones- if you’re using a ringback tone, choose a neutral one that won’t annoy recruiters and other job search contacts.
Backgrounds- be careful of which image you use for your cell phone’s background if there’s a chance that a job search contact will see it.
Software- keep your eyes open for cell phone software that can help. Job Compass and CareerBuilder have both created applications for the iPhone that show you job listings in the area where you’re standing right now.
Cell phone job search tips and tactics
Put it on your resume- the only telephone number listed in your resume’s contact section should be your cell phone number. This lowers the chance of lost messages that someone else forgot to give you
Forward calls - if you’re using Skype for international job search telephone calls, have Skype forward all calls to your cell. If some recruiters have older versions of your resume with your home phone listed, do the same with your home phone, simplifying your voice communications by having them all managed from one device.
Filter your calls - are you ready for this call? If not, let it go to voicemail and call back when you’re better prepared.
Think before answering - don’t take job-search-related calls if you’re in a place where expressing yourself freely could be a problem or leave a bad impression e.g. while driving, *at work*, on a noisy street, at a doctor’s office, in the bathroom, etc. You get the idea.
Answer with your name - answer the phone by calmly saying your name and not just ‘hello?’. This way recruiters immediately know they’ve reached you, saving time and starting the conversation clearly.
Keep your voice down - this is a general tip for anyone talking on a cell phone. It’s not like a passerby is going to come up and offer you a job lead because they overheard your conversation.
Harvest numbers - unlike most land-based phones, cell phones will record the incoming number unless it’s blocked by the caller. Using a cell phone instead of a “regular” phone is a good way to attain direct numbers instead of having to go through a receptionist for follow-ups.
Following up - of course you’ll use your phone for spur of the moment actions like notifying when you’ll be late or rescheduling an interview, but use it to follow up on emailed resumes and give thank yous as well.
Refresh your memory - before interviews, read downloaded information on your cell phone about the company you’re targeting or person you’ll be meeting with.
Respect interviewers - turn off your cell phone before going into interviews. Not silent or vibrate mode, OFF.
Leave your cell in your car - if you’re someone who’ll forget to turn off your cell phone before interviews, get into the habit of leaving the phone in your car or set a reminder 10 minutes before the interview to tell you to turn it off.
Don’t complain when interviewers are rude with theirs - never complain if an interviewer rudely answers their own phone. Instead, make a mental note. It’s not necessarily the sign of a bad employer, but it might be the sign of a bad employee.
Never interrupt a recruitment call - only interrupt a call with an employer or recruiter if it’s an emergency, and even then, apologize when you do it.
Avoid cell phone interviews entirely - even today, many cell phone conversations have some background noise or static and can be cut off spontaneously due to network issues. Even if not your fault, it won’t leave a positive impression. Rather, if a conversation will go long, schedule it for when you can use a more stable land line.
Don’t forget it anywhere - especially at a targeted company or a recruiter’s office. That will never look good but if you do forget it, call the office and try to get it back. You may not get the job but at least you’ll save yourself a lot of time and frustration.