CSA Recruiters Suppliers Blog

Street Smarts aims to help those in career transition

Wed, 25 Aug 2010 17:15:41 GMT

by Clinton Lancaster

Networking, resume writing, and interview tips were just a few of the topics discussed at a free job search program August 4 at Fellowship Bible Church in Rogers, AR, hosted by Cameron Smith & Associates.

Street Smarts, a job seeker seminar developed by CSA, is designed to help those in career transition get the tools and knowledge required to find the right job. Presentations given by members of CSA range from detailing the advantages and disadvantages of social networking to recommended attire at a job interview.

With the Internet becoming so important to job search, the benefits and risks of using job boards and social networking sites were explained during the seminar. Information on networking sites such as Linked In was presented, urging attendees to consider the help it can provide in networking and branding oneself in the job market.

While resume writing may seem like a simple task to some, proper resume writing and a professional format can propel a job seeker to an entirely new level. How to highlight career accomplishments, the golden rules of resume writing, and other valuable tips were given, all aimed to help attendees freshen up and improve their resumes.

The interview process can be scary for some and there are many factors most aren’t even aware of that can easily make or break an interview. Tips such as how to prepare, how to present oneself and how to follow up after an interview were covered during a detailed and informative presentation. Tips included how to approach one of the most sensitive subjects of all: money.

Wal-Mart Shifting Focus to Sales From Margins, Researcher Says

Thu, 22 Jul 2010 13:07:22 GMT

By Matthew Boyle - Jul 22, 2010

Wal-Mart Stores Inc.’s new U.S. stores chief is shifting away from widening profit margins through inventory reductions to focus on sales growth, according to Cleveland Research Co.

Bill Simon is bringing back promotional displays at the front of stores, returning more items that were removed and dialing back price cuts, Jeff Stinson, an analyst at the Cleveland-based equity researcher, said in a report this week. Simon, Wal-Mart’s former U.S. operations chief, replaced Eduardo Castro-Wright last month.

“We are seeing the ‘old’ Wal-Mart approach surface on merchandising as well as pricing,” Stinson said. “Rebuilding top-line sales looks to be the No. 1 objective.”

Sales at U.S. stores open at least a year have fallen for four consecutive quarters after the removal of grocery products and increases in gasoline prices, putting pressure on Simon to lure back shoppers. Wal-Mart, the world’s largest retailer, faces increasing competition from big-box rivals such as Target Corp. and discounters such as Dollar General Corp.

Wal-Mart spokesman Greg Rossiter declined to make Simon available for an interview or to discuss any changes Simon is making.

Wal-Mart rose 62 cents to $50.97 at 11:35 a.m. in New York Stock Exchange composite trading. Before today, the shares had gained 1.6 percent since June 28, the day before Wal-Mart announced that Simon would take over the U.S. stores.

The comparable sales declines are particularly worrying to some shareholders as the rest of the industry shows improvement, according to David Abella, a portfolio manager at Rochdale Investment Management in New York. His firm manages $2.9 billion including Wal-Mart and Target shares.

Frustrating Experience

“If I go to Wal-Mart, I expect to find almost anything,” Abella said. “Reducing inventory makes things leaner and meaner, but it’s also very frustrating when a big box does not have what you want.”

This year, Wal-Mart returned about 300 items to shelves after initially pulling them, Simon said at a March investor conference, when he was still the operations chief. Leon Nicholas, a director at consulting firm Kantar Retail who’s based in Cambridge, Massachusetts, said Wal-Mart has returned thousands more since then.

“We assume they’ve brought back 3,000,” he said in a telephone interview. Some of the returning products have tags attached on the shelf saying, “Look What’s Back.”

Simon’s strategy is a departure from that of John Fleming, the U.S. merchandising chief who is leaving Aug. 1. Fleming was an architect of Wal-Mart’s so-called Win/Play/Show strategy, where products with the best growth and profit prospects got premium shelf space.

Adding Back Items

In the past two years, Wal-Mart has removed items in slower-growth “show” sectors like tools, and bulked up “win” categories like consumer electronics and pet products, aiming to reduce inventory and expand profit margins. In the year ending Jan. 31, inventory declined by $1.8 billion in the U.S. Company- wide gross margin, the percentage of sales left after the cost of goods sold, widened to 24.8 percent from 24.2 percent.

That strategy appears to be over, according to analysts such as Cleveland Research’s Stinson and David Palmer at UBS Securities LLC. Instead the retailer is renewing its focus at some stores on “Action Alley,” the high-traffic area in front near the checkouts, which had earlier been cleared out to reduce clutter.

“The quickest change we have seen over the last couple weeks is that pallets are returning to Action Alley,” according to the Cleveland report. “Overall inventory is beginning to ramp back up as quickly as possible.”

‘3 in 30’

The report cites an objective to get Wal-Mart’s merchandising strategy back to where it was three years ago in 30 days. The initiative has been dubbed “3 in 30.”

Wal-Mart has not changed the forecast, made in May, that same-store sales for U.S. locations will range from negative 2 percent to positive 1 percent this quarter.

This year, the retailer has lowered prices on ketchup from H.J. Heinz Co. and Procter & Gamble Co.’s Crest toothpaste in so-called rollbacks aimed at driving sales growth. Those cuts went too deep and failed to boost sales enough, and Wal-Mart has since raised prices on some items, Stinson said.

To contact the reporter on this story: Matthew Boyle in New York at Mboyle20@bloomberg.net.

A First-Class Recruiting Firm [And More]

Mon, 12 Jul 2010 22:05:47 GMT

by Clinton Lancaster

Cameron Smith & Associates has earned a reputation in the recruiting industry that is unmatched. In the supplier community, they are a household name. For job seekers, they are an invaluable resource.

But when I signed on as the company’s marketing specialist, brought in to help them increase their social media presence among other things, I was amazed to discover the true nature and scope of their services and offerings to both companies and qualified candidates.

Most know CSA as an executing recruiting firm, “connecting Wal-Mart suppliers with the best and brightest talent,” as their tag line mentions.

Make no mistake about it - CSA has earned the praise and accolades it has received. CSA employs a small but talented group of associates, and I was amazed to see how well they work together towards the ultimate goal of matching the right talent with the right position.

What surprised me is the dedication and expertise that goes into other areas of their business - outplacement, career coaching, resume services, retail specialties and consulting services. Taking their reputation and experience in executive recruiting and applying it to other business avenues seems like a natural fit for CSA, whose associates bring an incredible amount of experience to the table.

Their endeavors into the outplacement and career coaching arenas show versatility and a wide range of experience. A dynamic support team provides expertise in the field of resume services and placement.

CSA’s core values and dedication to the highest quality of service cannot be overlooked. Their dedication and commitment to treating every client and candidate with the utmost respect and care form a strong foundation on which their success is based no matter what area of their business.

As I’ve met the team that makes up CSA, all of whom have treated me with sincere kindness and respect, I have come to learn how an industry leader gets to that level. Each individual associate in the company is intelligent, caring, and hardworking.

Cameron Smith has done an incredible job in gathering talent and great people around him. I’ve read several quotes from Cameron who has said something to the degree that he’s been successful because he’s surrounded himself with people smarter than he. I definitely understand where he’s coming from, but I have to disagree. Cameron is one of the most intelligent people I have ever met. He is also one of the kindest.

The opportunity he has given me - to learn about this company and engross myself with its dealings - is something I will never forget. The company he has built, the associates he has surrounded himself with, and the way he’s done it all makes him an incredibly inspiring person.

In the end, a company’s success depends on the way they handle their customers and the way they handle their employees. This simple fact brings about success and CSA is as successful as it gets in the industry.

The next time you think about CSA, consider not only their talent and experience in executive recruiting, but also that that they take those same great qualities and apply them to every aspect of their business.

Cameron encourages recruiters to think strategically

Tue, 06 Jul 2010 11:36:52 GMT

The evolution of Northwest Arkansas as home to numerous suppliers’ offices and successful recruiting tips were topics of discussion during Cameron Smith’s speech at the June 15 Northwest Arkansas Recruiting and Staffing Professionals (NWARSP) luncheon.

Northwest Arkansas recruiting and staffing professionals gathered at Ruth’s Chris Steakhouse for the monthly luncheon where Smith, president of Cameron Smith & Associates, was the main speaker.

Smith discussed the exponentially increasing presence of supplier offices in Northwest Arkansas. Since 1994, there has been a steady rise in suppliers locating to the area to be closer to Wal-Mart’s home office. Between Bentonville and Bella Vista, Ark., more than 1,200 suppliers have offices while more than 5,734 people are currently employed on supplier teams within a 27-mile radius.

Smith presented advice on how to be a better recruiter, no matter what the industry. He encouraged recruiters to think at a higher level, develop a strategy and recruit within a niche. Smith also shared some recruiting scenarios in which these tips can be successfully applied.

Integrity, objectivity and confidentiality, among other characteristics, were identified as major pillars in developing professionalism and a strong code of ethics in the recruiting industry.

What does future hold for Walmart's backyard?

Sat, 09 Jan 2010 09:09:05 GMT

A recent Reuters blog series on the economic recovery showcased the role Walmart and its suppliers have played in the economic development of Northwest Arkansas. Journalist Nick Carey visited with Kathy Deck, Director of the Center for Business and Economic Research at the Sam M. Walton College of Business at the University of Arkansas, and Cameron Smith of Cameron Smith & Associates.

Recapping the enormous growth in the area, Kathy Deck acknowledged that despite the success of Walmart, Northwest Arkansas is challenged to diversify its economy. Local leaders are considering options including attracting "green technology" companies to the area.

Quoting from the Reuters blog post:

“The problem there is that other communities around the country are looking at doing the same, so there’s no clear winner at the moment,” she said. “But whatever it is will be driven by research and a change of focus at the University of Arkansas.”

According to Cameron Smith, more suppliers are likely to relocate here, but with so many retail experts focused in one area he thinks the area has become very attractive to medium-sized retailers.

“I wouldn’t be surprised if we see a retailer move their headquarters here within the next five years,” he said. “And if we get one, I think we’ll get five of them. After all, all of their suppliers are here anyway.”

“Major retailers like Target or Home Depot don’t have to move because suppliers come to them,” he added. “But for the medium-sized ones, moving here would make perfect sense.”

Read Nick Carey's piece about Northwest Arkansas and find more articles on how other areas are facing the road to economic recovery: http://blogs.reuters.com/route-to-recovery/2009/11/10/what-does-future-hold-for-walmart%e2%80%99s-backyard/

Building a sustainable career

Thu, 04 Jun 2009 15:27:05 GMT

With more than 15 years experience connecting Walmart suppliers with the best and brightest talent, Cameron Smith & Associates has a gained a unique perspective on the supplier community. We grew accustomed to a rapidly changing landscape as the supplier community swelled in response to Wal-Mart’s growth from roughly 50 vendor offices to the approximately 1,200 companies who today employ more than 5,000 people in Northwest Arkansas.

Although we have seen a tremendous amount of change since 1994, The pace of change accelerated during the past six months. With layoffs at Wal-Mart, supplier teams downsizing, and an increase in career changers and college graduates, the supplier job market has changed dramatically, requiring us all to study and adapt to this new landscape.

For those of you between jobs, I want to encourage you to look beyond the news headlines for opportunity. After all, you only need one job so don’t be influenced by reports regarding the national employment outlook. Above all, don’t panic. Remain positive and trust your instincts, and remember that challenging times require strengthened strategies. Your job is to find a job and it requires a well-defined strategy, good market intelligence and perseverance, and many of those seeking new opportunities find the services of a recruitment firm helpful.

For those currently working for supplier teams who may be unhappy but reluctant to look at new opportunities, I have two words for you - career readiness. It is important to be pragmatic and prepared. You never know when opportunity will knock, and if it does, it will require you to act quickly. Complacency is never a good strategy. Be proactive in mapping out and managing your career path.

It is also important to cultivate relationships. For years, relationships between associates and suppliers were taboo. Now relationships are built into some job descriptions we work from and it is not unusual for the job description of a leadership role to include relationships above the buyer and DMM level. And guess what? That strategy is working. It clearly has affected the bottom line in some cases, and companies are willing to reward candidates who have built trusting relationships. Although the overall volume of supplier jobs is down, 2009 has produced some of the largest compensation packages we have ever seen.

The changing landscape is also affecting hiring managers who are challenged to attract and retain the best talent and are focusing on what makes people loyal and what makes good people leave. For example, supplier team lead job satisfaction has less to do with job security, compensation and lack of challenge and more to do with lack of support from the corporate office and limited advancement without relocating away from Northwest Arkansas. Top-tier companies are addressing this gap and today there are seven team lead roles with the title of president of Wal-Mart Global.

When it comes to relationship managers or national account managers, job dissatisfaction has to do with the lack of additional responsibilities, the strength of the brand and compensation. Several supplier teams have added a junior national account manager, a developmental role to handle smaller categories and dollar volume.

For category managers the big question is, are these positions sustainable executive careers? The answer is, “yes.” Although the job descriptions for these positions continue to evolve, the crucial role of providing market trends and consumer insights will not change. The reasons category development managers cite for considering a job change involve the strength of the category and category “advisorship.” Other considerations relate to compensation and the potential for additional responsibility.

Analyst positions within a supplier team remain the most sought after and recruited positions. Everyone wants the best and brightest. Compensation ranges for these positions have reached all-time highs in the supplier community, and analysts who have significant interaction with buyers can transfer those skills into account management positions. The biggest attraction for these candidates is work life balance. We have seen a desire for more flexibility, as employees’ home and personal lives require more attention.

Looking ahead, there are several forces that will influence the job market in Northwest Arkansas. For example, we will continue to see smaller and medium suppliers putting stakes in the ground for one- and two-person offices and we expect there will be increase opportunities for third-party suppliers. As Wal-Mart International grows, it will impact the local supplier community to a greater degree than it already has and we are convinced there will eventually be a substantial international presence in Northwest Arkansas. Another noteworthy development is the interchangeability of retailer and consumer products backgrounds. This creates new employment possibilities, as positions at Wal-Mart and the supplier community have never been more interchangeable.

Despite all of the changes we have seen lately, the Wal-Mart growth story remains intact and the company is on track to become a $500 billion business. That level of growth ensures suppliers will face substantial challenges to keep pace with the growth, and will require talented individuals to manage and grow their businesses.

Note: This article originally appeared as a guest column in the June/July issue of Retailing Today: Connecting Northwest Arkansas. You can read more industry news at http://www.connectingnwa.com/.

Celebrating an entrepreneur

Thu, 04 Jun 2009 13:39:57 GMT

The June issue of Celebrate Arkansas - in time for the Walmart Shareholders' meeting - showcases how Walmart and its suppliers give back to the community. Celebrate paints a vivid picture of the generosity and opportunity our community holds.

The same issue contains a profile of Cameron Smith, written by Kristal Kuykendall. Kristal writes about how Cameron has built a remarkable reputation and a successful firm by creating win / win deals for clients and candidates over the past 15 years. Here are some quotes from the article:

Re: discovering the supplier community: "I told them I was slanting my business toward the Walmart supplier market. Today there are approximately 1,200 suppliers with offices here. So I was a little bit lucky with my timing."
"Our biggest growth area right now is our retail division; we have been retained by Walgreens to fill a big recruiting assignment due to the changes they are making in their organization."
Re: using recruiters during lean times: "There are so many people out of work that when our client companies post a job, they are inundated with resumes - who's got time to sift through 1,000 resumes? We help narrow the search to a short list of qualified candidates and save our cilents a great deal of time."

To read the complete article, look for the June 2009 Walmart Shareholders' Meeting edition of Celebrate Arkansas.

Your best references: Knowledgeable, articulate, enthusiastic

Tue, 26 May 2009 16:57:06 GMT

by Stephanie Meehan

After all the interviewing is done, you have one more hurdle before you accept your next job offer: References.

Employers will want three to five professional references. A professional reference can speak about your performance on the job. If you're a recent graduate, professors able to vouch for your academic, communication and technical abilities can be strong references.

Good professional references may be recent supervisors, co-workers (not subordinates), customers, vendors or suppliers, pro-bono clients, or volunteer committee members. Don't list your close friends, minister and relatives They cannot give employers the information they need to decide if you should be interviewed or hired.

You want to provide professional contacts who know your work and think you're great. Your goal is to present several knowledgeable, articulate and enthusiastic references.

I have followed up with references who turned out to be the candidate's golf buddy or college roommate from way back. They may provide unique insights about the candidate, but for solid information about how the person solves problems at work, they are not much help.

Be sure your people are willing to provide a reference for you, and send them a copy of your resume. Furnishing an outline of your background and accomplishments is very helpful to anyone willing to speak about your strengths in the workplace.

When creating your list, keep in mind this is not an exercise in name dropping. It is wonderful to know important people, but if they are not able or likely to take a phone call during business hours to provide a reference, you need to find someone more accessible.

After you get permission to use each person as a reference, you need to provide your recruiter or hiring manager the following information about each one:

• Full name and title, if any. (Titles would include Colonel, Doctor, Professor, Judge)

• Phonetic pronunciation of the reference’s name (if required). For example: "Sienkiewicz" is pronounced: "sin’-cavage."

• Job Title

• Organization’s name

• Business mailing address including ZIP

• Daytime phone number including area code and the best time to call (if applicable)

• The reference’s private e-mail address (if available)

• The reference’s professional relationship to you (former supervisor, current vendor, colleague, and the like) and the number of years you have known each other professionally.

You may improve your chances greatly if you have a powerful LinkedIn page, particularly if your page includes recommendations and endorsements. If you have such a page, and you are satisfied it represents you well, you will want to include the URL to your page when you email the other information listed above.

Placement rule #3: Beware of job boards

Fri, 13 Feb 2009 13:30:24 GMT

Being discreet is something very important that candidates overlook at their peril. Many times candidates say they are “actively” or “aggressively” looking. What does that mean? Is their resume everywhere online already?

What they probably don’t realize is that by having their resume everywhere they increase their chances at a few jobs but very much limit themselves on many more positions that recruiters are working on at the time.

This is a difficult market. If I were out of work, I would probably be on the job boards as well. But overall, very few jobs are found using the Internet. Networking does play a big factor but posting your resume online usually does not equate to long-term career success.

It isn’t always the case but there are 3 main types of candidates that dominate the job boards:

Unemployed – These candidates are out of work and struggling to find that new job. No one can blame them for being online.
Miserable at current position – By being online they are letting the world know “I’m not in that great of a job right now.”
Under skilled – The A+ candidates have companies and recruiters calling them and do everything they can to stay away from having their resume blasted.

Working with an executive recruiter can be a very valuable relationship for both the candidate and the recruiter. This relationship that can last for years and provide you free career coaching and market insight. It is a two-way street in that the recruiter needs to understand your needs, career goals and experience, and the candidate needs to show why he or she is a stronger candidate than others.

Remember that an experienced recruiter can be a valuable career counselor. Even if the recruiter doesn’t end up helping you find your next position, that person can be an invaluable resource in your long-term career.

Placement rule #2: Help us help you

Fri, 13 Feb 2009 12:26:06 GMT

With more and more people planning their next career move, I would like to address a few things that could be helpful in your relationship with an executive recruiter. Some things you can control and some things you can't, but there are ways to make yourself more marketable.

A majority of our client companies require a minimum of 2 years’ experience on the supplier side working on the account. So if you have 3 years of experience in frozen foods and our client company is looking for 5 years of experience in sporting goods it usually isn’t going to be a good fit. We certainly try to show client companies how you might be an appropriate fit and have valuable experience that might not exactly match their job description. But you’re up against other candidates who do have 5 years of sporting goods experience and who may be a better fit for the job.

More clients now expect candidates to walk in with a 4-year degree. This isn’t always a deal breaker but candidates with a degree are usually considered more strongly in the current market.

Some things you can control (e.g., finishing a degree), and some things you can’t control (your past experience). What are some areas that can make you more attractive as a candidate to be marketed by an executive recruiter?

Have a great resume! Not a good resume a great resume. We want the client company to say “Wow – what a great background. Can we set up an interview?” If the resume is difficult to follow and doesn’t show outstanding information then we usually don’t have a shot. The candidates that say “get me the interview and I’ll get the job” are usually the ones cut earliest in the interview process. Help us help you get that interview. Make your resume stand out from the competition.
Interview with a recruiter the same as you would a hiring manager. Since we are local we are fortunate to be able to meet a majority of our candidates. Prepare for the meeting and dress the part. Give us that feeling of professionalism that you would give on a interview. I’ve met candidates with candidates wearing wrinkled clothing, caps, and who are chewing gum, etc. No matter how good the resume is I want to know that you would represent our firm well on an interview and that you’ll be able to compete against other strong candidates.
Keep me up to date on any changes in your status but don’t call constantly to see if I have an interview for you. I can promise you if you are a strong candidate with a great resume you are being considered for multiple positions and will not be kept out of any opportunity we can pursue. Keep in mind the client company might have criteria restricting our search but a strong A+ candidate who is professional is always at the top of our. Too many calls and you can come across as desperate. A regular email to check in shows you’re organized and considerate.
Send other A+ candidates our way. Showing you value our relationship enough to refer your colleagues makes your stock go way up. (On the flip side – several times a week I receive referrals about someone’s cousin’s friend who lives in Cleveland who was a vaccum cleaner salesman and 10 years ago sold tennis racquets to Target. It’s not that I don’t want to help, but I bet you get my point.)
Don’t tell me you are a quick learner. I always assume that every motivated candidate is a quick learner. But companies don’t come to us for people who are trainable – they come to us for valuable work experience.
Be discreet with your resume and any conversations we have about potential opportunities. We know candidates work with multiple search firms. But I’m not impressed to learn a candidate is posting their resume or applying to positions on Careerbuilder, Monster, the Ladders, etc. Why would a company pay a search firm to find someone who is sending their resume all over the place?

Placement rule #1: Don’t get in a hurry

Fri, 13 Feb 2009 12:07:03 GMT

In difficult economic times it helps to have a strong relationship with an executive recruiter. It is also useful to understand how the placement process works.

Our job as recruiters has to be one of the most misunderstood of any that I can imagine. We would love to help every job applicant who contacts us. But few candidates realize we are not in the market of finding people jobs – we find specific talent for our client companies. It’s an important distinction to understand.

Here’s how the process works. The client company gives us a detailed job description and wish list for positions that they are trying to fill. This description might include number of years experience or experience in specific categories, sku count, or dollar volume. For example, a company might say, “We are searching for a National Account Manager with 5 years of experience in Dept XX, with a bachelor’s degree, and experience as a Senior Analyst or Category Manager.” You may meet a majority of those criteria but sometimes the one box you don’t check is a deal breaker.

Remember: Companies use recruiters to find that special expertise – those candidates they wouldn’t find on their own. They are looking for that hard-to-findcandidate that is in some way special.

Our main focus is to find the best talent to meet the needs of our client companies. We are looking for those details in a background that show not only that you are qualified for a particular position but you would be a better fit than the other hundreds of potential candidates who also feel that they are qualified.

While a good recruiter will actively market you to their client base and contacts, the fact is that they can only place you in roles that they have been assigned by their clients. The good news? You have an ally to state your case for great jobs you likely would not know of otherwise. The bad news? Securing interviews for qualified candidates can take weeks or even months.

Companies know that their biggest asset is great people. It takes time to locate and meet the best people and determine who is the best fit for the team. Because there’s so much at stake, it’s rare for companies to make quick hiring decisions. Anyone planning a job search should take note and plan accordingly.

Cameron Smith speaks to NWA hiring professionals

Tue, 16 Dec 2008 15:56:13 GMT

At a recent meeting of Northwest Arkansas Recruiting & Staffing Professionals, Cameron Smith addressed some issues surrounding the crucial partnership between human resources professionals and executive recruiters.

Smith told the crowd of corporate recruiters and independent "headhunters" about his background as a recruiter, the beginnings of Cameron Smith & Associates and the unique market in Northwest Arkansas. He also described the uneasy relationship between HR and executive recruiters.

"HR may resent search consultants for over-promising and under-delivering. Some recruiters have a reputation for being aggressive and fast-talking. For the partnership to work, both sides have to cooperate. There must be a commitment for a win / win."

Smith provided a list of reasonable expectations clients might hold. For instance, a company should expect the search firm to show a clear understanding of the position, the company and the goals of the search.

The code of ethics extends to the candidate as well. Hiring professionals owe the candidate the courtesy of confidentiality, full disclosure and timely communication.

Smith also reminded the audience that whether they represent a company, an agency or just themselves in the job market, each individual must address the issue of personal branding. "People do business with people. Not companies, not services - people."

Smart career move: Find a great recruiter

Thu, 04 Dec 2008 15:24:43 GMT

by Mike Whittington

Choosing a recruiter is like choosing a doctor or lawyer. Find someone that you can develop a relationship with that will learn your background, interests, dislikes, and that will work on your behalf.

An experienced recruiter will have your best interest in mind while searching for that perfect job. A great recruiter will make your career change experience both successful and enjoyable.

Expert recruiters know their industry and specialty niche inside and out. They will discuss your background, skill set, and career goals with you in detail prior to making any recommendations or referrals. Successful recruiters understand the importance of helping you find a good “home." They are interesting in acting as your representative throughout your professional work life.

Because of this, a reputable recruiter will protect your confidentiality. He or she will screen out obvious mismatches and present only opportunities that are a good fit for you. Often they are privy to more information about a company’s culture and internal reputation.

The most important reason to use a reputable recruiter is that he or she works directly with the company and can market your background directly to the hiring manager. To approach the search from a “shotgun approach" - sharing your resume with multiple recruiting firms, job boards and corporate web sites - does nothing to lend credibility to your search. Posting your resume on job boards can leave you feeling that your application is “lost in a sea” of other resumes with no evidence that anyone ever reviewed your background.

One main reason to use one reputable recruiter would be for sanity. First, the reputable recruiter has a proven track record, professional references and knows what he is doing. This creates trust at all levels - between you and the recruiter and between the recruiter and the decision maker.

The primary reason you use an executive recruiter is there is no substitute for professional representation. Having a professional representative with the connections and the skills to separate you from the crowd can be the deciding factor that yields or prevents an interview.

As you plan your job search strategy, here are some additional points to consider.

Do you really want to be associated with the masses - or would you rather be perceived as confidentially and quietly looking to better your situation and leverage your career?
It is a well known fact that candidates who are found on the job boards are perceived as second tier as well as potentially desperate.
Candidates who have a good recruiter get valuable information about the client company and how to position themselves in the interview as well as throughout their search.
Good recruiters not only will identify quality opportunities for their client candidates. They also play a priceless role in managing the process.

Job boards present your resume to...EVERYBODY

Thu, 04 Dec 2008 11:27:24 GMT

by Mike Whittington

Posting your resume online and using multiple recruiters might seem like a good way to open more doors in your job search, but in reality, doing those things can actually hurt your chances of getting a new job. Ask any hiring manager and they’ll tell you the best candidates are the ones who are performing at the top of their game and not actively looking for a job. However, great candidates are willing to keep their options open, and if the timing is right, they’d be willing to explore an opportunity presented to them.

By flooding your selected market with resumes, you run the risk of clouding your reputation within it. When your resume is presented to a company, for a great position, it might be that the company has already turned you down for a lesser position that you applied for online, or they may have already heard your name because it has been presented by multiple recruiters who have not effectively marketed your credentials. As a result, you appear to be needy, or, worse yet, someone who has already been passed on.

Working with just one carefully selected recruiter, you have a career search manager who can strategically market you into the right opportunities, while maintaining your position as a carefully screened candidate for particular positions.

Keep in mind that you’re dealing with recruiters who call on the same managers to place candidates within their (your) specialty area. Hiring managers want to hire people who stand out from their peers. If 3 or 4 recruiters are calling into that same manager to talk about you, it has a negative effect because 1) you don’t stand out much when multiple people are telling the same story about you, and 2) it makes it clear to the hiring managers that you’re actively searching and maybe even somewhat desperate in your search.

This leads to questions from the hiring manager about why you’re looking for a new job. Are you about to get fired? Do you change jobs often?

Before posting your resume on job boards, you may want to consider the pros and cons:

Job boards are great tools to get your resume in front of the masses, but as the example above shows, you don’t want to be in front of too many people.
Most hiring managers subscribe to job boards to assist in their searches. But keep in mind, some job board positions may only be a means of gathering resumes for potential jobs - jobs not yet approved, not yet budgeted, or on hold indefinitely due to a hiring freeze.
Hiring managers want those A+ candidates who are hard at work in their job, not hard at work posting resumes online.
If, as a recruiter, I connect with one of the few great candidates on the job boards, I recommend they immediately take their resume off.
Keep in mind that hiring managers also frequently look for employees of their own company who have their resumes posted.

Executive recruiter: Built-in coach and connector

Thu, 04 Dec 2008 11:01:18 GMT

by Mike Whittington

It makes great sense to partner with a recruiter in any job search, particularly when employed. It makes even more sense to partner with a recruiter who is completely familiar with your discipline and has his/her own practice directly connected to that same sector.

Recruiters are specialists. They know the companies, decision makers, and positions better than anyone outside the industry and are positioned to offer advice based upon that industry knowledge. Most importantly, partnering with one recruiter provides the opportunity for you to get to know and trust one individual who can be there for you as your career advances.

Just like a high priced sports star, a good candidate will need professional representation – someone who knows how to structure the right deal, offer critical advice and be a sound voice of reason. This “agent of change” is paramount to the success of any executive in today’s market.

Using one recruiter is vital in that the rapport you build together insures a built-in coach and connector to your best possible next job.
An experienced recruiter is there to know her candidate and represent her in a way that possibly exceeds the search she’s conducting on her own.
It often takes another set of eyes and ears to really pull out the best attributes and talent and speak them loudly to a potential hiring authority/company.
Most importantly, your recruiter is there to negotiate the best possible set of circumstances - including compensation packages - insuring a great career move.