A recruiter's "game plan" for attracting and hiring candidates is a carefully thought out
series of steps. Below is the step-by-step process they follow. At each step, I'll show you how a Monster
Careers job search can come into play, and where you'll find the advice in the book you need to take action.
If you have previously come to the manager's attention, either through networking or a previous job
application, they may think of you immediately. Sometimes, your meeting with the manager gets the ball
rolling (as in, "We gotta find a job for this person!").
Network into target companies (chapter 14).
More people in the company now know there's a need. If one of them already knows about you, your
candidacy has a jump start over all others.
Follow up on your company connections every 14-30 days. A new job can appear at any time and you
have to stay visible (Chapters 13 and 14).
If this Recruiter knows about you, you may have a jump start. However, remember that the task is to
identify several candidates - managers want a choice.
Every approach must make a clear impression, distinguishing you from the pack (Chapters 9 and 13).
This step reveals a lot about the quality of the company and its seriousness in hiring. Do they
take the time to write really good job requirements?
Focus resume keywords and cover messages on accomplishments (Chapters 10 and 11).
Many companies give preference to people who are already working there, and it's a good policy. If
you know someone in the company, she or he can refer your resume, and your candidacy can become much
stronger - you can even go directly to the Recruiter before the position is advertised outside the company
and save him the cost of advertising!
Enlist your peer contacts to keep an eye out for you. (Chapters 13 and 14).
Follow up with contacts at companies that have employee referral programs (chapter 13 and 14).
Today, recruiters perform a highly sophisticated search through databases like Monster's, containing
millions of resumes. If the first cut doesn't result in a satisfactory number of resumes retrieved, the
Recruiter will broaden the search to include a wider range.
Format your resume to work with automated search software (chapter 10).
Customize your resume for posting to specific jobs (chapter 10).
This is when recruiters list a job on Monster, other career Web sites, newspaper classifieds, and other
media. Smart recruitment pros vary their media for different positions, and smart candidates know which
media their targeted companies use. Online job search agents, search engines, and quick scanning techniques
for print media identify these positions efficiently.
Find out where the companies you want to join advertise their positions (chapter 12).
Customize and automate your searches by adding company names to job search agents (chapter 13).
This is the moment when someone can open a door for you, or slam it shut. It's the first time anyone is
thinking of you in the context of the job, the moment when you make your "First first impression." You must
not rely on this step alone (as so many others do). Even if your resume instantly communicates your unique
ability to do the job, you're a needle in a haystack.
Create alternate routes for your resume (chapters 13 and 14).
Use a customized cover letter or email attachment to stand out (chapter 11).
This is a sideline - but important to everyone. If your resume and cover letter are stronger than others',
it will be saved in a special file to which recruiters return for the next opening. Qualify for that file,
and you multiply the chance of finding work at that company.
Suggest alternative positions in a cover message, depending on how specific your target job may be (chapter 11).
That first reviewer wants to impress their boss by finding a great candidate.
This is where "Prepare like a Marketer" and "Train like an Athlete" come in, because when that phone
call comes, you have exactly one chance to be the strongest candidate. This is your "Second first
impression" - make it count by learning the most likely questions in advance.
Prepare and memorize your "Achievement stories" (chapters 8 and 9).
Rehearse answers to the most common questions (chapter 15).
Prepare specific tactics for handling phone interviews (chapter 15).
At this point, some companies administer one of several types of tests to gain more insight to the
candidates' compatibility with a job. These tests generally indicate relevant factors such as career
interest, personality, and skills. Many are generally accepted guides to a good fit.
Do your own self-assessment and be ready to discuss it (chapter 6 AND the
Monster Careers Assessment Center).
The manager and Recruiter come to agreement on a final candidate - the person they're confident will
succeed in the job, exceed expectations, and grow into a company leader.
If you are a finalist among several, you will have to double down on your homework, because there may
be one or two more rounds of interviews (chapters 9, 12 and 15).
For the people with the power to hire you, this can be the trickiest part of the process. They have
tried to determine exactly what offer you will accept - a determination you have helped but not exactly
answered yet. They want you, they love you, they've estimated what you're worth to the company, and now
they have to get you for the best possible price.
Form an early negotiation strategy that includes salary and non-salary compensation (chapter 16).
At some companies the final negotiations are left to the hiring manager, at some, the Human Resources
staff. In small companies you'll probably be talking to the boss. You can tell a lot by the quality of
negotiation here: If they say "Take it or leave it" before you come on board, how do you think they'll
behave when it comes time for a raise, a promotion, or a chance to take over that big project?
Understand negotiation. The important decisions are usually made in one or two conversations (chapter 16).
Your behavior during this process sets the tone for your work with the company, especially in the first 90 days (chapter 17).
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