Can a Recruiter be your New BFF?

With the presidential candidates on both fronts bombarding us every day with their idea of best economic reforms, and the public increasingly concerned over jobs (or the lack thereof) and their future, I decided to speak candidly to someone who, in terms of employment, can offer immediate advice.

Elizabeth Dinette is a friend of mine, she is also my ex-neighbor, and a long-time confidante when it comes down to discussing business. From fashion buyer to salesperson, from blogger to small entrepreneur, she is now the Executive Recruiting Manager at CVirtual, a Reno-based talent acquisition company, winner of the NCET Tech Award, serving clients in industries from information technology to engineering, among others.

Q: Elizabeth, tell me about your business experience in the fashion industry and how you decided to become a corporate recruiter.

A: After more than fifteen years in the fashion jewelry and accessories world, I was looking to make a change. My prior experience had given me a unique skill set that included collaborating with all members of the organization to achieve business and financial objectives. I have built many teams over the years: hiring quality team members helped my teams succeed. My efforts have been instrumental in streamlining and improving processes, enhancing productivity, and implementing advanced solutions. As I looked for a new direction, it seemed only natural for me to help companies build teams to help them meet their objectives.

Q: You also used to be a talent scout for a creative agency in Los Angeles. Now that you relocated to Reno and your clients are more business types than creatives, how can you describe the difference you experience in interacting with this new category?

A: I began my official recruiting career at in Los Angeles. TCG specialized in marketing and creative talent searches. I worked with a variety of agencies, fashion brands, and e-commerce clients. In my new role at CVirtual I recruit for a variety of segments: from creatives to tech, and many things in between. I would say the biggest difference is that CVirtual combines recruiters with a virtual interview technology so we can work with clients nationwide. We also assist other categories, we don't just work with technical roles. I am still working with agencies, e-commerce, and fashion companies, on a regional and national scale.

Q: Based on the fact that you are qualified to quantify and qualify the differences, in your opinion what can the creative applicants teach the business applicants, and vice versa, in terms of self-presentation, salary negotiation, self-improvement and education, etc?

A: Creative applicants are much better at using case studies and work samples to demonstrate their past experience. I encourage all applicants to create some examples of their past work experience that are not just a list of duties on their resume. Writing a case study about a project or sharing examples of some of your work can help you demonstrate your skills in a more tangible way during the interview process.

On the other hand, business applicants tend to have a more developed skills and technical capability section on their resume. They also tend to quantify their past work (example: “Developed new protocol for processing inbound orders resulting in a 15% reduction in processing time”). C-Level executives like to see these sort of ‘result-driven’ statements in resumes. Creatives need to learn ways to track the results of their work, while also using similar powerful stats to help them. For example, if your new web page graphics resulted in an increase in sales for the business at large, make sure to provide that information on your resume, don't just rely on “pretty pictures” to speak for you.

Q: In your view, what are the biggest mistakes applicants and job seekers commit during interviews and in their whole job-seeking process, including their interaction with recruiters?

A: Most people tend to ask the wrong questions too soon in the process. Interviewing is a lot like dating: on your first date it is not reasonable to discuss your financial expectations from your partner. Many candidates blow it by focusing on the salary and compensation package too early. Most companies will work hard to make sure their offer is competitive for the right candidate.

When it comes to working with a recruiter I think most candidates are not sure what to expect or how the process works.

Let me explain. There are two types of recruiting: Staff Augmentation and Direct Hire. Most recruiters are employed by clients to help them find an exact match to their need. This means they work for their clients not for the candidates. If a recruiter contacts you, they already see something in your background and experience that seems to be a good fit for what their client is looking for. A good recruiter will help you through the process, and even work behind the scene, to make sure the compensation package is in the right range. Don’t try to work the recruiter: they are your ally in the process. Honest communication will help you maximize your experience when working with a recruiter.

It is also important for recruiters to know the best talent in the market. Registering with a recruiting firm gets you on their radar, so when a role comes up they will reach out. Recruiters also have relationships with hiring managers allowing them to promote candidates for jobs that have not been publicly posted yet. It is also not recommended to register with multiple recruiters: make sure you create a relationship with one you think sees your value, who will help you find the position that best matches with your qualifications while also being in line with your culture.

Q: Many people feel that recruiters stand in the way between job seeker and corporations, rather than facilitating the applicant's quest. Many feel that with the advances in technology and social media we really don't need recruiters anymore. What do you think? Do they have a point? What can a recruiter really do for you, and what can job seekers do in order to receive adequate assistance from agencies like yours?

A: This touches on my last response. Recruiters work for the companies. If the company says they only want to see candidates with XYZ and you have W we can only do so much. Occasionally we can get the company to flex their requirements, even including the total amount they are willing to pay. This power of negotiation is only possible when you have an established relationship with the employer, and you as a recruiting company are respected and valued.

Recruiters with a strong connection to their clients can make an introduction even when there is no opening. I often call clients when I meet candidates that have the type of skills set they could use. Example: If I meet a digital agency producer who is looking to make a change I would call my agency contacts and give them some info on him or her, hoping someone can use his or her skills on their team. I have helped quite a few folks get jobs this way. Our clients love that we look out for them, that we get them top talent before they are snatched by a competitor.

Technology has changed the game in many ways. Today it is easier to see who is hiring and who applied. There are tons of job boards out there which employers can use on their own. However, many smaller companies do not have the internal team to handle the process. Most of my clients tell me they took out ads and got hundreds of non-qualified applicants overflowing their inbox. Recruiters do what is called we find candidates with the right background and approach them with an opportunity, while at the same time considering all our current candidates on file.

The best way to maximize your agency or recruiter experience is to be honest with yourself first, and ultimately with them about your skills. Give the recruiter work samples and other relevant material to best help them sell your skills. Ask questions about the process and how they plan to help you, communicate with them regularly and be honest. Remember it is a strong personal connection that helps the recruiter and you in the process.

Q: What would you say are the new recruiting trends today? How has the recruiting process changed compared to few years ago?

A: CVirtual was built to serve one of the newest trends in recruiting: .

Virtual interviewing is exploding. Think of it as on-demand interviewing: candidates can record their responses to interview question 24/7 at whatever time and location is best for them. Clients can watch the pre-recorded interviews at the time that is most convenient for them. Furthermore, multiple managers may be involved in this hiring process even if they don't share the same office or don't work in the same city. This flexibility can shorten the hiring process immensely, since you are not trying to sync up everyone’s schedules. For candidates this is a time-saving golden gift, as it allows them to get the ball rolling without taking time off for the first screening interview.

Q: Have you noticed organizational changes in structure within companies (both small and large) and how are those changes affecting the prospect of many unemployed people out there?

A: The biggest change is that many companies are switching to a flat organization and creating a more collaborative environment. This sort of structure makes employees responsible to each other and their work, without having to go through a thick layer of management to complete even the simplest of tasks.

Q: Let's talk about fashion again, since this is my field. I don't have actual data or figures, but in my experience I have noticed that the figure of the fashion designer is gradually disappearing to be replaced by marketing professionals and product developers. Many talented people in the apparel industry are out of work, and they are struggling to reinvent themselves. What advice would you give these people? What can they do to be competitive again? Should they reinvent themselves?

A: Reinventing your career is best started by taking inventory of your skills and accomplishments. Focus on what you did in previous jobs, and how it changed or affected the business’ success. Do some research to see what other roles use your skills. If you see a job description that you are qualified for, don’t get hung up on titles, but look at how the position might contribute to the company’s overall success.

Q: At the end of the day, we all know that when we send out a resume there's a high risk of not being noticed at all. What can one do to stand out with a resume alone?

A: Use result-based statements. I always say I like to see symbols ( %,$, >, #) showing how you affected the business. The top 1/3 of the page should tell anyone who reads it what your skills are, what your top accomplishments are and why you are valuable. We recommend a summary at the top using this formula:

The first line should describe who you are professionally.

Line 2: what are you doing today?

The third should contain highlights from your career.

Line 4: talk about your team and communication skills.

Line 5: where are you heading in your career?

The bottom line?

My best advice to any job seeker is be you. Know your strengths and what you can bring to the table. Believe in your talent! Don’t overthink the process or try to overdue your resume. If you are working with a recruiter ask questions about the process and keep clear communication lines with them.

Elizabeth Dinette-

Elizabeth can be reached at elizabeth@cvirtual.com

Elizabeth DinetteExecutive Recruitment ManagerStrategic Account ManagerCVirtualOffice: 775-200-0550 ext 224

www.cvirtual.com

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