A LinkedIn connection asks you for a recommendation. What to say? How to say it? He can’t tell you what to write, but there are ways to approach the challenge that will make it easy for you and effective for him.

Whether you’re returning a favor for a friend, boosting your own reputation as a savvy rec writer, helping a colleague whose recommendation you’d welcome, or just genuinely endorsing someone you know and admire, rec writing skills are handy. They grease the wheels of your LinkedIn network.

First Steps to Take

Read the person’s LinkedIn profile. This way, you’ll know how he’s positioning himself, and the qualities and skills he wants to spotlight.

Then, check out his other recommendations. You want yours to reinforce what others are saying, but be unique.

Next, to make your task easier, and possibly even more fun, ask yourself:

• What is he good at?
• What does he do better than those around him?
• How did he make my life easier or better?
• What makes him stand out?
• Is there a specific result or product he’s produced?
• What surprised me most about him?

Choose Keywords

Now it’s time to list some skills and qualities the candidate owns. Put on your employer or investor hat. Think the way these people think. They are the ones your connection wants to impress.
Here are the keywords that signal your guy has what it takes to warm the hearts of employers:

• Honesty
• Integrity
• Dedication
• Loyalty
• Motivation
• Adaptability and flexibility
• Strong work ethic
• Analytical skills
• Computer skills
• Time management skills
• Other technical skills (be specific)
• Social and interpersonal skills
• Organizational skills
• Communication skills, both written and verbal
• Budgetary and financial skills

The Nitty Gritty

The smartest recommendations start with an explanation of how you know the person. Then, they move on to give some details about working with or going to school with or whatever with the person. Finally, they end with an clear endorsement and even a call to action.

In all three of these sections, your writing needs to be:

• concise
• honest
• specific
• memorable

When you write about knowing the person, be as brief as possible while still giving pertinent facts. Keep the entire recommendation under 200 words. Don’t inflate or falsify anything. An example of a good intro would be, “I’ve known Amy for 10 years, ever since I joined XYZ Company. She was my lead project manager when I was an analyst, and I was always impressed with how quickly and thoroughly she prepared her reports, an important aspect of her demanding role within the company. Her time management and analytical skills set a new standard for the entire company.”

Often writing about how you know the person and giving some facts about working together can be combined, as above. Remember you get extra credit for being concise. Also, notice we didn’t say Amy was “fabulous” or “incredible” or use any other puffy and meaningless words.

Get the Right Tone

You want your voice to be personal without being too casual, and often the best way to do this is to describe a specific event. It could be a special project Amy was responsible for, or a singular effect she had on the company’s bottom line. “When Harvey told me he was determined to increase net income by 20 per cent each year, I was skeptical, but he exceeded that goal year after year.”

Make the telling of facts read like a story and you’re more likely to engage the reader, that HR person who’s bored by reading LinkedIn profiles. Ideally, you’ll come up with an anecdote that only you could tell, but not the one about how Harvey and you drank too much at the office Christmas party.

Anecdotes are one way you can make the recommendation memorable. The other way is by using specifics, and I cannot stress the importance of this technique enough. Instead of saying that Greg “went above and beyond the requirements of his job description,” explain — briefly — how he worked weekends to meet the printer’s deadlines when he put the finishing touches on the catalog that netted the company the Bla-Bla-Bla Award for Excellence.

Don’t be afraid to use statistics like percentages and dollars to make your point. Quantifying stats add credibility to your claims. Keep your details limited to the important facts to make it more readable and more convincing. “Jill lowered the spoilage rate in the deli department by 18 per cent by introducing daily inventory checks, meanwhile slashing payroll by 5 per cent.”

Make It Accurate and Interesting

As with all electronic submissions, it’s wise to carefully review what you’ve written before hitting submit. Read through it for verbs. Are they action verbs? Are they descriptive, interesting, even unusual? Instead of saying Harvey increased customer satisfaction, you might replace “increased” with “upped,” or that customer satisfaction “spiked” to a 5-star rank on Epinions because of the employee training program he designed. Specifics!

Do the same exercise with adjectives — those words that describe nouns. Are they interesting enough, memorable enough, and still accurate? Sprinkle in some colorful words. “Caroline’s reworking of the phone system was stellar. She converted a mangled system into a dynamic one that reduced downtime by a remarkable 33 per cent.” Don’t gush or over-enthuse, but look for words that capture the imagination. The thesaurus is your friend here.

While you’re performing surgery on your writing, cut away all superfluous words that are just silly fillers — words like “very,” “totally,” ” basically,” “quite,” and “rather.” It will help strengthen the endorsement and add a more professional tone.

If you’re still stumped about what to write, you can enter in keywords or job titles on LinkedIn to find profiles related to the type of recommendation you are writing. Browse the listings that come up as matches, then review what qualities are appreciated most in these fields. If you’re out of your field, you might learn some legitimate buzz words and industry jargon.

Wind Up and Pitch

You want to end the recommendation with a statement like “I recommend Johann because I know he will contribute both passion and profit to any organization he is part of.” Or, “I know I can endorse Jason with confidence because I have seen him exercise only the highest standards all his adult life.”

After you have sent your recommendation on to LinkedIn, Johann or Jason will receive a notice that you have. If you follow up in a week, you can ask him if he is okay with what you sent. You can edit and withdraw your submission any time. Connecting with people you recommend on LinkedIn gently suggests to them that they can return the favor. The better the recommendations you write for your people, the better results you’ll get from them in return.

Thanks to Lisa B. Marshall who was the first person to suggest there was a right and wrong way to write a LinkedIn recommendation. Be sure to visit her website, https://www.quickanddirtytips.com/public-speaker, where she offers extensive information on topics like how to improve your public speaking skills, become a better conversationalist, use visualizations to get ahead, be a better listener, give a press conference, and a host of other oh-so-helpful paths to professional success.

I’ve learned that when you ask people what they do well, they’re not always sure how to answer. But getting to the heart of your accomplishments and talents is essential if you want to score that dream job.

In my last post, I talked about starting an accomplishments folder. Here are all the questions you need to ask yourself if you want to nail down those accomplishments. These are also the questions that will jump-start your resume-writing process if you’re feeling stumped in that department.

• What is unique about how you do your job?
• What does your current boss praise you for?
• Do you have quotas or goals in your current position? Are you able to meet or exceed them?
• Were you hired to meet a particular challenge for the company?
• Were you rewarded with any additional responsibility?
• Have you done anything to improve customer relationships with the company?
• Have you done anything to improve communications, either internally or externally?
• What teams have you been part of?
• What are you most proud of?
• What would your co-workers say about you?
• What do you enjoy the most?
• How did you take initiative in your position?
• What special projects have you worked on?
• How did you set yourself apart?
• How did you go above and beyond what was required?
• What have you done to increase your responsibilities in your current job?
• Which of your accomplishments are you most proud of?
• Were you promoted in recognition of your work performance?
• Did you increase sales or profits?
• Did you recruit new customers for the business?
• Did you save the company money?
• Did you institute any new processes or procedures?

Educational Accomplishments:

• What workshops have you attended?
• Have you attended any conferences?
• What seminars have you attended?
• Have you taken any courses?
• Have you achieved any new certifications?
• Do you have any new skills? (These might be things like computer software, social media, blogging, etc.)

“Soft Skill” Accomplishments:

• How have you demonstrated planning skills?
• What have you done to demonstrate conflict management abilities?
• How have you demonstrated time management skills?
• What have you accomplished in terms of digital proficiency?
• How have you demonstrated team coordination abilities?
• How have you shown leadership skills?
• Do you have achievements in terms of your language specialization (foreign languages)?

Recognition Accomplishments:

• Did you receive any honors this year? (awards, recognition)
• Did you earn any certifications or licenses?
• Which of your contributions received the most recognition?
• Have you received any notes, emails, or kudos from customers? From your boss?

Communication Accomplishments:

• Have you done any public speaking or made any presentations? (Who did you speak to? On what topic? How many people were in attendance?)
• Have you written any articles, whitepapers, or other documents?

Leadership Accomplishments:

• Have you taken on any leadership roles — either within your job or in your volunteer work?
• Have you led any significant projects?

Using Accomplishments For Reflection

Now that you’ve collected your achievements, it’s the perfect time to set some goals for yourself. Another key part of accomplishments is using them to take a “big picture” approach to your life. Take some time to reflect. Finish these sentences:

• I learned:
• I made progress in:
• I’m able to:
• I now know how to:
• I discovered:
• Next, I want to:
• In the future, I want to:Answering these questions will help you take giant steps towards a better resume. I can help you with that![photo source: www.babyfoodforcreatives.com]

One of the best pieces of advice I pass along to clients is, “Don’t burn bridges.” When you change jobs, you have an opportunity to build bridges. I’m talking about staying connected to former contacts, colleagues, clients, and employers.

One way to initiate the bridge-building is to send a thank you letter to the people you are leaving behind. Because you really DON’T want to leave them behind.

Here is a sample thank you letter to these people. It will do the job for you. Tweak it. Use it. Email it or snail mail it, depending on the nature of your relationship and the style of your industry.

From: [That’s You!]
Date: [Do it soon after your departure]
Subject: My appreciation

Dear [Make it personal]

I just wanted to take a minute to thank you and let you know how much I value our relationship. I have enjoyed my [number of] years as part of the [company name] team and I’m truly grateful for everything we have accomplished together through all these years. My success has been largely due to your success.

Now I feel it is time for a new challenge. I am excited to let you know that on [date], I will embark on a new journey in my professional career. It has been a privilege to have worked with you over the years. I will always be a friend to you.

Let’s keep in touch. Please connect with me at LinkedIn: https://www.linkedin.com/in/

I hope to see you again soon. [Depending on the nature of your relationship, you might get specific, such as, “I’ll be seeing you at the next XYZ Industry Convention,” or “Why don’t we meet for lunch next Friday?”]

To your success,
[Your name, be informal here]

My new phone: 123-456-7890 | my email: namewithheld@gmail.com

[photo source: geeksdreamgirl.com]

When was the last time you stepped away from the computer today? Do you regularly eat lunch at your desk? Have you been concentrating on one task for more than an hour and a half?

How you answer these simple questions will give you insights into how productive you are.

A RECENT ARTICLE in the New York Times drove home the importance of taking breaks throughout the day. In “Relax! You’ll Be More Productive” writer Tony Schwartz summarizes research that’s definitely relevant for the job seekers I work with, advise, and blog for (that’s you!). Here are a few key excerpts from the article:

Although many of us can’t increase the working hours in the day, we can measurably increase our energy. Science supplies a useful way to understand the forces at play here. Physicists understand energy as the capacity to do work. Like time, energy is finite; but unlike time, it is renewable. Taking more time off is counterintuitive for most of us. The idea is also at odds with the prevailing work ethic in most companies, where downtime is typically viewed as time wasted. More than one-third of employees, for example, eat lunch at their desks on a regular basis. More than 50 percent assume they’ll work during their vacations.

As athletes understand especially well, the greater the performance demand, the greater the need for renewal. When we’re under pressure, however, most of us experience the opposite impulse: to push harder rather than rest. This may explain why a recent survey by Harris Interactive found that Americans left an average of 9.2 vacation days unused in 2012 — up from 6.2 days in 2011.

The importance of restoration is rooted in our physiology. Human beings aren’t designed to expend energy continuously. Rather, we’re meant to pulse between spending and recovering energy.

Working in 90-minute intervals turns out to be a prescription for maximizing productivity. Professor K. Anders Ericsson and his colleagues at Florida State University have studied elite performers, including musicians, athletes, actors and chess players.

In each of these fields, Dr. Ericsson found that the best performers typically practice in uninterrupted sessions that last no more than 90 minutes. They begin in the morning, take a break between sessions, and rarely work for more than four and a half hours in any given day. Write that down and post it where you’ll see it!

Whether you are presently employed and looking for a better job in your precious spare time, or you’re unemployed and your job search is your full-time job, try taking short breaks every 90 minutes.

HERE ARE SOME suggested techniques for waking up your mind and body when you have extended hours of desk work to do.

Give your head a 1-minute mini-massage. Just tapping your skull and pulling on your earlobes gets the blood flowing.

Stand up and stretch. Not just once, but in all directions. Bend over, twist in place, do knee bends, raise your arms, and do push ups off the wall. Your back will love you if you do it gently.

Take a walk, preferably outside. Even if you walk in circles (large enough so you don’t get dizzy) by the back door, a little fresh air and movement does wonders.

Breath deeply. I mean really deeply. Inhale until your lungs can’t hold anymore, hold for one second, exhale, hold for one second, and repeat. Holding the breath on the exhale and inhale will prevent hyperventilating. Go slow. You’d be surprised how much air exchange can do to wake up your mind.

Do something different and relaxing. Particularly if you are problem-solving or breaking through creative barriers, clearing your mind by totally forgetting the task at hand and then returning to it gives you a new perspective. So, pick up your knitting, go for a run, pull some weeds, read something funny, small talk with a favorite co-worker, anything that puts your mind in a different place.

I’M ADDING small changes like these into my own work life. They’re easy and fun, and they really work. How about you? You in?

Want more details about this research? Read the full article here.

[photo source: powhealthandwellness.com]

There are some major misconceptions floating around about recruiters. Let’s separate the facts from fiction.

Myth: You Should Work With Only One Recruiter At A Time
You can — and should — work with multiple recruiters, even two or three at a time. Recruiters often have a relationship with many but not all companies in one particular industry. So working with a few recruiters simultaneously can give you increased exposure. Just make sure you let your recruiters know who else you are working with and what companies they are submitting you to.

Myth: A Recruiter Will Help Me Find a Job
Recruiters technically don’t work for you. They work for the company that pays them for filling a position. When you work with a recruiter consider it just one ingredient in a well-rounded job-search recipe. You still need to network, make direct contact with employers, attend events, check job boards, stay current on LinkedIn, fine tune your resume, practice your interview skills, and use other methods that improve your chances of landing a job. Get a step-by-step job search plan in my 50-page eBook, packed with resources, industry secrets, and creative ideas.

Myth: Recruiters Can Help Me Change Careers
Recruiters are often searching for a specific type of candidate to match a company’s criteria. They don’t cast a wide net to include merely people interested in a particular field. The better your credentials meet the search assignment specifications, the more likely you’ll be considered as a candidate. Therefore, if you want to make a career change, working with a recruiter isn’t the way to go.

Myth: Working With a Recruiter Won’t Cost Me Anything
While the recruiter doesn’t charge you a fee for placing you in a position, you may still incur some expenses. For example, the recruiter may suggest you make changes to your resume, so you may need to work with your resume writer to create a new version of your resume. The recruiter may also recommend resources for you, such as interview training and coaching. Some recruiters will pay for these services or provide them to you directly. However, you can always refuse to spend money on services recommended by your recruiter.

Be aware that there are unscrupulous practitioners who promote themselves as recruiters but charge jobseekers large fees to help them access job opportunities. They are not legitimate recruiters, and often do not deliver on their promises. The tip off will be that they will ask for a substantial deposit, often $3,000 or more, in exchange for access to “hidden” jobs or “preferred” opportunities. Legitimate recruiters will never ask you to pay a fee, not before, during, or after placement. Be warned.

Other Things To Watch Out For

You may hear horror stories from jobseekers about working with recruiters. Because some recruiters get paid only when a placement is made, they may waste your time with positions that aren’t a good fit, or pressure you to take a job just so they can collect a fee.

Another common complaint is that some recruiters post jobs that don’t exist. A less-than-ethical recruiter will do this to build up his or her database, but it’s frustrating for jobseekers.

Some recruiting firms want “exclusivity” with your job search. Make sure you carefully read any paperwork you’re asked to sign. If you get hired for a company they’ve had contact with, even if they weren’t involved in that specific job search, they may file a claim with your new employer for a commission, using the contract you signed with them as proof of what they are due. Not a way for you to start a new job!

More often however, complaints about recruiters stem from differing communication styles. If you feel your recruiter calls too often, or doesn’t return your calls, or leaves garbled messages, you’ll be happier if you find a different recruiter, one whose communication style matches yours.

Keep your recruiter informed about other interviews you have, and other companies you are applying to. Be clear about what you want. If you are happy in your current job, you may not want your resume widely distributed. Be sure the recruiter agrees to check with you before submitting your resume anywhere. Be honest with your recruiter about your current compensation and what you want to make. Recruiters can be a good source of salary information and can usually tell you if you are underpaid or are making above-average compensation.

Recruiters certainly have an important place in the job search arena. It’s up to you to get savvy about how to use a recruiter to your advantage.

[photo source: www.theladders.com]

Job recruiters certainly have a place in the employment field. If you work with one of these job placement pros, knowing how to maximize the relationship will benefit both of you. Here’s some tips.

BE QUICK. Time is critical for job placement. Job recruiters value speed. If a recruiter is trying to reach you to discuss an opportunity, he wants to talk to you right away. If he can’t get to you, he’ll move on to the next name on his list.

However, you should also be aware that a job search through a recruiter can take longer to complete than a job search you make on your own directly with the company. That’s just the nature of the beast.

BE CONCISE. Remember that a job recruiter can be working on numerous searches simultaneously. Many recruiting firms require their recruiters to place a minimum number of applicants each month. So, show your business etiquette skills and respect the value of the recruiter’s time whenever you connect.

BE A FRIEND. It’s always smart to build a relationship with your recruiter. Always take a recruiter’s call, even if you are not looking for a new position.

A recruiter in your industry can give you valuable industry information, and you can be a good source of information for the recruiter as well. Keep your eyes and ears open for opportunities and candidates, and then share that information with the recruiter.

Referrals are always appreciated by recruiters. If you are not a fit for an opportunity you are contacted about, but you can recommend someone else, share that information.

DON’T DOUBLE-DIP. Don’t contact too many recruiters, especially at the same firm. Recruiters often have access to an internal candidate management system that allows them to see what contact you’ve had with other recruiters within the firm, and other positions you’ve applied for. You look over-anxious, and the redundancy is confusing.

BE HONEST. Let your recruiter know when you are working with another recruiter. If two contingency (“free-lance”) recruiters submit you as a candidate to the same firm, the company may not consider you at all, even if you are a great match. Companies don’t want to mediate an argument between two recruiters about who “owns” the candidate and would receive the commission.

THINK AHEAD. If you are working with a recruiter, don’t apply for the same positions you are applying to directly. You may disqualify yourself because an employer doesn’t want to risk a recruiter making a claim for a commission if you are hired directly.

If you see a position advertised and are contacted by a recruiter for the same opportunity, you can decide whether you want to apply directly, or be submitted as a candidate by the recruiter. If you have a networking contact at the company, you may decide to apply directly. Otherwise, a good recruiter can get you in front of a hiring manager more easily than you could get noticed yourself.

Follow these simple rules and you’ll make the most of your working relationship with a job recruiter.

[photo source: www.clarksearch.com]

If you’ve decided that you want to work with a recruiter, your next question will probably be, “How do I get my resume in front of a recruiter?”

Recruiters are looking for candidates that are a close match to what an employer has outlined as the hiring requirements for the position. In essence, they are looking for square pegs for square holes. If your work history and accomplishments meet their current or future needs, they may add you to their database. Recruiters may contact you if they have a position that fits your profile — or they may make contact to ask you to recommend other people who might be interested in an opening for which they are recruiting.

How to Find A Recruiter

There are many ways to connect with a recruiter. Sometimes, a recruiter will find you. This is particularly true if you have specialized, in-demand skills. If you post your resume to an online job board, you are likely to receive contact from recruiters. Others may identify you through a professional association you’re a member of, or through mentions of your work that appear online in, for example, blogs, articles, and publications.

LinkedIn is also one of the most common ways to be “found” by a recruiter. Recent surveys indicate that 93% of recruiters use LinkedIn to identify candidates. You are more likely to be found on LinkedIn if you have a complete profile that is optimized with specific keywords and accomplishments. Recruiters are always looking for good candidates to add to their database.

But you don’t need to wait to be found to work with a recruiter. Proactively making a connection with one or more recruiters can be a good strategy, even if you are not currently looking for a new position.

LinkedIn can be an effective way for you to make a connection with a recruiter. Use the “Advanced People Search” function on LinkedIn to find recruiters in your field or specialty.

When you are signed into your LinkedIn account, in the upper right hand corner, click on the “Advanced” link next to the People search box.

Search the “Keywords” or “Title” field for keywords and industries relevant for your field, like “engineering,” “manufacturing,” or “technology.” You can then narrow down the search by other criteria, like location.

You can continue refining the results until you come up with a few names to contact.

Google can also help you find recruiters. Search Google using a search such as “IT Recruiter Las Vegas” or “Engineering Recruiter San Antonio.” You can also search Google and job boards for jobs posted by recruiters. If you find postings for positions similar to the one you’re interested in, you can make contact with the recruiter and present yourself for other opportunities.

You can also use a resume distribution research firm to identify targeted recruiters to contact. For example, Resume Spidermatches you with companies that are looking for people with your skills, in your chosen locations and industries. Once matched, your resume will be emailed to these companies each month. Another company, Profile Research, can research and develop lists of recruiters that are looking for candidates with your qualifications and expertise. For a fee, they will identify the recruiters and distribute your resume and cover letter to these individuals (either via e-mail or offline).

You can use free and paid online directories and networks to find recruiters. Here are some options to consider:

Kennedy Career Services – This company maintains an online directory of recruiters. They also publish an annual print directory of recruitment firms (“The Directory of Executive and Professional Recruiters,” also known as the “Recruiter Red Book”).

SearchFirm – This free directory option is designed to help executive search firms connect with corporate clients, but jobseekers can also search the database by specialty, geography, and recruiter name.

NPA (The Worldwide Recruiting Network) – Jobseekers can search the online directory of The Worldwide Recruiting Network to find member firms.

The NPA website also has a job search tool for jobseekers to view listings posted by recruiters within their network. Search the NPA Job Board by job title, keywords, and/or specialties.

Your Personal Network – One of the best ways to find a recruiter is through a referral from someone you know. Talking with co-workers in your field to see who they have worked with is a great way to find a recruiter. If there’s a specific company you want to work for, you can also make a connection with someone in their human resources department and ask if there is a specific recruiter or recruiting firm they work with.

Research Your Recruiter

See if your recruiter has been involved in any high-profile searches in your industry (these are sometimes profiled in industry publications). Google your recruiter’s name and see what job postings he or she has listed online. You are trusting your personal information and reputation to your recruiter, so trusting him or her is essential.

Target Your Resume For Recruiters

Recruiters — especially contingency recruiters (read last week’s blog post to refresh your memory on contingency recruiters) — have different expectations for resumes than hiring managers. Some recruiting firms standardize the resumes of candidates they submit to a hiring manager at a company. If a recruiter asks you to make changes to your resume, you will generally want to make the changes, but only for use with that recruiter. Don’t change the resume you use in your own job search to conform to the requests of one recruiter.

Recruiters may review hundreds of resumes a day, so your recruiter-targeted resume will only get a brief look. It’s important to identify the highlights of what makes you unique (sometimes called your personal brand or personal positioning) in the top one-third page of the resume so that it is immediately clear who you are and what you do. (Earlier this month, I wrote a three-part series on personal branding; be sure to check that out.)

Over the next couple of weeks, I’ll wrap up the topic of how to work with recruiters by blogging about how technology has changed recruiter relationships, recruiter etiquette, and myths about working with recruiters.

[photo source: www.theglasshammer.com]

When you’re looking for a job, sooner or later you may toy with the idea of working with a recruiting company. So, let’s get a handle on how the recruiting industry works.

If nothing else, you’ll look smart when you’re face to face with a recruiter!

Between 3% and 15% of U.S. jobs are filled by recruiters.

Recruiters work at search firms or placement agencies, and are often called executive recruiters or headhunters. Their job is to find candidates to fill permanent positions, and sometimes positions that begin as contract work and in time convert to permanent jobs.

These search firms differ from other staffing services because they concentrate on filling executive level positions. There are two other levels of staffing services.

One level is temporary agencies. Temp agencies concentrate on finding temporary help in all fields, but primarily in manufacturing, service industries, and the skilled and unskilled labor market. They place candidates for specified time periods, often to meet peak demand or to substitute for absent permanent employees.

The second level is professional employer organizations, or PEOs. They are also called employee leasing agencies. Employers work with them to find workers for specific functions. The worker actually is employed by the PEO but is leased to the client company. The PEO pays the employee’s wages, handles taxes, and ensures compliance with state and federal laws. PEOs can often provide employees with access to benefits like retirement, and health and dental insurance, perks that small employers can’t deliver on their own.

Today we’re talking about the third level, the search firms. It’s an industry that encompasses approximately 7,500 companies with combined annual revenue in excess of $7 billion, according to Hoover’s business research. That’s a lot of recruiters and a lot of money.

Who Recruits the Recruiter?

Companies use recruiters to help zero in on a few select job candidates. These recruiters fill an important role. They save employers money spent on advertising a position, and time spent screening candidates for the position.

One way you can benefit from working with a recruiter is that the recruiter can sometimes provide additional insight and guidance to help you land a particular job. Your recruiter has an inside track to the people doing the hiring. He knows exactly what they want.

Your recruiter may also identify weaknesses you have, traits that make you look like a less-than-perfect fit for the job. He can suggest ways for you to strengthen those areas. For example, if you are not a strong interviewer, a recruiter may be able to help prepare you for interviews, including conducting mock job interviews.

Not all recruiters will provide this service, however. Some recruiters may point you towards outside resources to help you work on these weaknesses. Don’t expect your recruiter to be your career coach.

The more you know about a company and its policies, the better position you’ll be in to interview and negotiate. A recruiter can help here. He can provide insights about the company, the hiring person, salary range, job history, and specific preferences, things that a job posting didn’t spell out.

Some companies advertise positions themselves but are also open to hiring candidates submitted by recruiters. However, this is rare, as the major reason to use a recruiter is to conserve the company’s resources and focus on hiring the right candidate.

How Recruiters Work

There are two types of recruiters: contingency and retained.

Contingency Recruiters

Approximately two-thirds of recruiters are contingency recruiters. Contingency recruiters usually look for mid-level roles up to executive positions.

A contingency recruiter tends to work fast because because he is competing with other recruiters to find good candidates. He gets paid only if his candidate is hired. Your resume will probably be one of many he submits for any given job.

Retained Recruiters

Retained recruiters are hired by a client company for an assignment and are paid regardless of the results of a search. Usually, a company will retain just one recruiter. Retained recruiters look for people to fill positions that pay $100,000 or more, and positions requiring a high degree of confidentiality, such as a new athletic director at a high profile university.

A retained recruiter assembles a short list of candidates, usually about three to ten names. Therefore, if a retained recruiter considers you for a position, you will probably be part of a small group of candidates.

What Does the Recruiter Do?

The recruiter has three responsibilities: to gather the job specs, to locate people who meet those specs, and to pass along the resumes to whoever is doing the hiring. To accomplish those three tasks, a recruiter may review several hundred résumés and make dozens of phone calls.

It’s up to the hiring manager to decide if he’ll interview some, or all, or none of the candidates. He might bounce the ball back to the recruiter to further refine the criteria for the assignment and request additional candidates. The process continues until a hire is made.

Who Pays the Recruiter?

An important point to understand is that the employer is the recruiter’s client, and that means the employer pays for the service, not you. A recruiter gets paid once he finds someone who is hired and stays employed for a pre-determined amount of time. His fee is based on the salary paid to the new employee, anywhere from 10 to 35 per cent of the first year’s compensation. If he is a retained recruiter, he also is paid a retainer fee on a regular basis.

The placement fee does not come out of your salary. If you are being paid $50,000 a year, and the placement fee is 20%, the hiring company pays you your full salary and the recruiting firm is also paid $10,000.

Whether you call them headhunters, staffers, or extensions of a human resources department, recruiters fill a real need in the employment industry. Now that you know more about them, you’re better equipped to know if you would benefit from working with one.

[photo source: www.blogging4jobs.com]

I’m letting you in on a secret today. I’m explaining how to position yourself in the job market. This is what I do for paying clients. I’m sharing my tried-and-true process so you can arm yourself with two of the most powerful tools in your job search toolkit:

• Your tagline
• Your full positioning statement

The tagline is a condensed phrase that defines you. The full positioning statement expands on the tagline by focusing on three to five main points. Because the positioning statement will be used in your resume, your LinkedIn profile, and your interviewing process, it’s important.

The first step is to complete a brainstorming exercise. It’s fun. Make a list of possible attributes, values, and differentiators based on the exercises you completed in part 1 and part 2 of this blog series and your research.

Collecting Snippets

When you brainstorm don’t judge or evaluate. Just write anything and everything that pops into your mind when you ask yourself: If I were creating my ideal career, I would ____________.

Look through the words and phrases you’ve identified, and see what stands out. You may be many things, but pick one to emphasize. If it’s difficult to narrow your phrases down, keep brainstorming and you may find words that fit you perfectly.

Brian Kurth, author of “Test Drive Your Dream Job,” suggests creating a collage of your interests. You would collect quotes, photos, words, and inspiration from magazines, newspapers, and materials you find online. You can even create a Pinterest board for this. Pinterest allows you to make up to three private boards, so don’t think that all the world has to see your online collage. Then, mine that board to find the theme to your personal positioning.

Here’s More Help

The tagline is one sentence, at least five words, but no more than 10 words. It needs to be easy to understand and easy to remember.

Use this formula to create your tagline:

job title  > differentiator

Don’t worry about pronouns. For example:

• big four accountant with operations experience in Fortune 500 companies
• security guard with anti-terrorist training and ability to identify hidden patterns
• hazmat manager with mechanical engineering degree from University of Virginia

Your full positioning statement is that tagline, but backed up by qualifications, accomplishments, and evidence. Your statement might be just a single sentence, or it might be three to five sentences, but whatever your claims are, you’ll need to add supporting details.

Both the tagline and the statement should be clear and concise and written in present tense. They should highlight your expertise and unique abilities. You can “name drop” by including well-known companies, schools, and credentials in your positioning.

To round out your statement, ask yourself:

• Who is my target employer? (industry, size of company, public/private/non-profit)
• What problem or issue are they wanting to hire people to solve?
• What results can the employer expect by hiring me? What solution do I provide?
• What proof do I have that I can deliver results?
• What sets me apart from other candidates? What makes me different or memorable?

Another Formula

Now you’re going to take your tagline, and add some details, personal pronouns, and verbs to turn it into a few sentences. Here is my formula to make it easier.

job title > target audience/what I do > industry or field > achievements or results

So, a statement might look like this:

I am a (job title/profession) who (works with target audience or who does XYZ) in the (industry or field) to (accomplishments or results).

Filled out more completely, it looks like this:

I am a public relations specialist who provides media relations and race promotion services to the cycling community to help races attract more participants, media attention, and sponsor support.

But don’t try to stuff too much information into the statement. How can you tell overstuffed from just right? It’s overstuffed if you have more than one conjunction such as “and” per sentence, or more than two punctuation marks such as commas or semicolons per sentence.

More Secrets

Here are more tips to success.:

• Don’t use big words in an attempt to impress. You want everything you write to be easily read.
• When possible, incorporate keywords, all the nouns or phrases that you know from your online job searches. These words are used in applicant tracking systems, so employers can find you easier if you use them.
• Make sure your positioning reflects your personality. Be personal but businesslike.
• Be specific about your personal values, qualifications, and attributes, especially if they are an important ingredient for the job you want.
• Be concise. This is not the place to tell your life story. Get to the point quickly.
• Choose words that are lively and descriptive, not boring. You need to get the reader’s attention!

Effective positioning is a win/win deal. Recruiters and hiring managers respond better when they can see clearly what kind of position you’re focused on.

And, it’s much easier for you to find that job you will love if you know while you’re searching exactly what kind of job you really want.

Why Wait? Do Your Homework Now

Don’t think that you should wait to work on your personal positioning until you are looking for a new job. The interesting thing is that personal positioning can help you be more effective and visible in your current job. Here’s how:

• You offer to do a presentation showing your (or your group’s) accomplishments for the quarter. By so doing, you build a case for a raise or promotion. Often upper management isn’t aware of all that goes on in a company. You’ve called attention to yourself in a good way.
• You contact your company’s communications department to see if they are interested in doing an article for the company newsletter on a recent project. You position yourself as an initiator, something employers like.
• You keep building your “Accomplishments Journal” and document your current career successes. Not only will it help you when you work with me on your resume, but you’ll interview better. Ongoing documentation helps keep you on track with your goals and is an on-the-job motivator.

There are few job opportunities for average performers. But there are tremendous opportunities for stars. Positioning helps you define yourself as a star performer. It builds your case by spotlighting whatever documentation you have that supports your claim to stardom. This is no time for modesty. Remember, superstars stand out!