How To Get Recruiters To Reply To Your Resume

I know this is one of the major complaints by candidates. I hear it all the time, “I send them my resume and they don’t reply. Most won’t even return my phone call.”  As difficult as it is to say, for the most part these candidates are correct. That doesn’t mean it is right, it just means you are correct.

Similar to most at the manager level and above, when you are working, you are generally overwhelmed with things to do. So you have to prioritize. Some things are high priority and some things go on the low priority list. The low priority items may never get done, or may get done in the next few months. Generally, this depends on what other higher priority items trickle in.

Recruiters are really no different. We have to prioritize our day. Some things are high priority and other things are low priority. If  you want to engage recruiters, your job when working with or contacting them should be to move up the priority list. Knowing how I, and many other recruiters prioritize, might help you do this.

Here is how I set priorities regarding the basic duties as a retained recruiter.  Contingent recruiters might vary slightly, but when I was a contingent recruiter it wasn’t a whole lot different.

High priority:

1. Clients always come first. So some might ask, “Who is your client?” The company paying my fee is the client, not the candidate. Therefore, the company has first priority on my time. That means I will return their phone calls before a candidate’s, I will meet with them prior to a candidate, reply to their emails first,  and screen resumes they send me first.
2. Candidates on an active search. These are candidates that I’m actively working with on an existing retained search. They could be at any stage within that search which includes, recruiting ones I have identified, interviewing them, returning their calls or emails, reviewing their resume, meeting them, scheduling interviews, following up after an interview, compensation discussions, reference checking, or basically anything I need to do to move the candidate and the search to the next phase.
3. Marketing. The next priority for me is marketing. This is meeting with clients and potential clients, attending networking meetings, and making sure I’m out in the market so that when a search comes up I’m the one that gets the call. When that call comes, refer to number 1 above.

Important but not a high priority. These I try to get to by the end of each day. Sometimes they spill over to the next day, but I usually try to complete these within 24 hours.

1. Returning emails not related to a search from people I know or have worked with in the past. These are generally people updating me on their search, prior clients with a question, a request unrelated to an active search, general emails, and clearing SPAM. Sometimes I don’t get to these until the afternoon. I scan down the “sent from” and subject lines, and when I see someone I know I will read the email and then reply appropriately.
2. Reply to emails and return calls that are a referral. If someone is referring a person to me, I will always reply. I respect the fact that they have taken the time to do this. I feel I owe the reply out of respect to the referring source.
3. Return voice mail calls. Basically the same as above. I listen to them and clients get an immediate call. Anything to do with an active search gets a call. Others I evaluate and make a decision on what to do with them. Refer to low priority below for many, not all, of these calls.

Low Priority:

1. Return emails from those I don’t know. This is one of those low priorities that tick many candidates off. The good news is that you have a much higher chance of getting a return email than a phone call. I often try to catch up on these on the weekend or at night. Because of the large volume of these, I’m often two weeks behind.
   1. If you are just sending me an unsolicited resume, I may or may not reply to you. Generally not. I may take a look at the resume to see if it fits an active search. Probably less than 50% of the time I reply. This is why I preach, tweet, and blog,  DON’T WASTE YOUR MONEY ON A RESUME SERVICE THAT WILL SEND YOUR RESUME TO 1,200 RECRUITERS. Save your money as most recruiters don’t even look at them. I doubt more than 5% of retained recruiters do.
   2. If the email is just to introduce yourself to me with no referral,  I will probably just delete it. What else can I say? Like me or hate me, that is what will happen. (If it makes you feel better, then “yes” I spend hours late at night reading the hundreds of unsolicited resumes I receive on a weekly basis).

Lowest priority. So low that I have to be bored and/or very lonely to take action. I’m desperate to just talk to someone and my wife and kids are all busy. I have probably already called every person in my contact list, any tech support that I can possibly think of, and if it’s the only way to get out of having to watch Driving Miss Daisy or The English Patient, I will claim I have to return these phone calls.

1. These are the  voice mails that simply say, “Hi Brad, this is (fill in the blank) please call me at (fill in the number. I probably don’t even recognize the area code).” or “Hi Brad, this is (fill in the blank) I just want to introduce myself to you. Please call me at (fill in the blank).”  I will apologize now to all of those I have offended. Sorry, if I didn’t return your call.  It is just that I don’t have the time, and I rarely can help you.  I know each call is going to take 5–10 minutes, and in the end, I can’t do anything for you. I used to make a list of these calls. When time permitted, I would work my way down the list but over time the list just got too big. For every 3 calls I returned, I added 5 or 6. I stopped adding to the list when it exceeded 100 calls to return. Sorry, but this many calls to return just isn’t possible. Heck, it is hard enough to reply to that many emails.

It isn’t personal, and please don’t take it personally, when recruiters don’t get back to you. Most recruiters are not trying to be rude, but as I said in the first paragraph, we only have so many hours, just like everyone else, and we have to manage our time too.

My guess is that most managers, when working, don’t have time to return calls from all of the sales people that call. My guess is that you also don’t return unsolicited calls you receive at home.

My hope with this article is two-fold:

1. The most important of all is to save you money by discouraging you from using a resume blasting service. They are easy to find and often may even call you. When they do call you, do me and yourself a favor, DON’T RETURN THEIR PHONE CALL.
2. Give you a path to getting to recruiters. Knowing the path of least resistance should help you. If you can’t get in the highest priority group, you may be able to move into the important but not high priority group. All this takes is some time and getting a referral. Most candidates are capable of getting a referral given all the networking tools available.

You can download for free many tools and resources from our Web site. For example, you can download a sample thank you letter. CLICK HERE to download.

If your search is stalled, you can download an 8-Point Job Search Assessment Scorecard. Use this to identify the areas in your job search that may be causing you to be stalled. CLICK HERE to download.

Finally, if you are a member of LinkedIn, you should join our Job Search Networking Group. Over 4,400 people have. It provides an extensive amount of resources and articles for you to take advantage of. CLICK HERE to join.

I welcome your comments and thoughts.

Brad

You Passed The 10 Second Screen. You May Still NOT Get A Call. WHY?

After the storm of controversy I created with the article, “How Recruiters Read Resumes In 10 Seconds or Less” (Click here if you haven’t read it), I thought it would be appropriate to follow up with what candidates, that pass the 10 second screen, can do to get a call from a recruiter.

Whether you like recruiters or  hate them, they are a necessary part of the equation in a job search. Some will fight the system, while others will embrace it. My only goal is to help educate candidates that want to understand how recruiters work. I do this to help candidates, not hinder them. I believe the more information you have about how we work the better it is for you.  Together we can then help each other.

Recently I calculated approximately how many resumes I have reviewed in 30 years as an executive recruiter. It is close to, and probably exceeds, 1 million. That is a whole lot of resumes. That number scared me. After 30 years of doing anything, one should get a feel for what works and what doesn’t.

So before you send me a nasty comment, I’m going to take the position that I’m as good at what I do after 30 years, as you are at what you do after 20 years.

By doing the following and including these few things on your resume, I believe you can dramatically increase your response rate.

1) NEVER use a functional resume. PERIOD. Before you come up with reasons to justify it, the key word in the sentence is NEVER.  I have never, ever met a recruiter that reads them. In addition, I very rarely have talked to a hiring manager, CEO or HR person that reads them. Why fight this battle? Even if 10% read them, that means 90% don’t. Which side of that equation do you want to be on? Considering that 100% read chronological resumes, you don’t want to fight this one. Join the 100% club and use a chronological resume.

2) The format is not as important as the content in the resume. My experience with speaking with candidates is that they spend a lot of time on the format; what should go on top, where should I put the education, do I need an objective, how long should the summary be, etc.  Spend more time making sure the content communicates to the reader what they think is important. I have yet to meet anyone, who told me, “I sure like all of their experience. They are really qualified, but they put their education in the wrong spot on their resume, so they are out.” The article, “Resumes Are About Substance Over Form” gives a lot of good information on this topic. CLICK HERE to read it.

3) Help us help you. All recruiters need to know certain things to make a decision to call you. The very basics include:

a) Some information on the companies you have worked for such as, size, number of locations, industry and products. This can be done in one sentence or less. Just the name of an unknown company is worthless when screening. You want to stand out from the rest.

b) If you are in management, a little about your organization such as, number of people you manage, are any of them managers, titles, and are they all in the same location.

c) If you are in sales, who are your customers? If not by name, at least what industries you call on, are you selling B2B or B2C, product description, territory size, and average size of the sale. I am constantly amazed that most sales people exclude this information. As a salesperson what you are selling is pretty darn important for the reader to know.

d) For technical people, what technologies are you working with? What language are you programming? If in engineering, is it a highly custom engineered part, are you working on a system or a component, are you designing nuts and bolts or toys? Seems important to me.

d) Include quantifiable results in the accomplishments. If you don’t, these are meaningless and most other resumes will read the same as yours.

The first comment I get from candidates when I suggest these things is, “My resume will be too long.” No, it won’t. I have prepared thousands of resumes and I can get all of this on two pages. In fact, in our book, “This Is NOT The Position I Accepted” (CLICK HERE to review)  there is an example of a two page resume that contains all of this information. The person has over 20 years experience, so it is very doable.

Getting in the “A” pile is your responsibility, not the reader’s.

I wish more candidates would help us help them. All you have to do is give us the information we need to call you.

Contrary to what you may think, recruiters want to fill the position just as badly as you want the position.

For a FREE example of a cover letter CLICK HERE.

For a FREE example of a Thank You letter CLICK HERE.

For many more FREE resources and articles, join our Job Search Networking Group on LinkedIn. 4,300 people have done this. CLICK HERE to join.

I welcome your comments and thoughts.

Brad

2 Types Of Resume Key Word Searches You Must Get Past

There are two types of resume key word searches. It is my opinion after having spoken with hundreds or maybe thousands of candidates that the vast majority focus on the wrong type. The result  is they rarely get a call back.

The two types of resume key word searches are (starting with in my opinion the least important):

1) The automated key word search. The most commonly thought of when most people think of key word searches. It is used by resume management systems. This is the type used by most job boards like Monster and Careerbuilder.

Although these play an important role, for the most part they play a much smaller role than most think. Granted for those screening resumes using the resume databases on one of the job boards, the key word search is important. But how many hiring managers, HR execs, CEOs actually spend a lot of time doing this? I have asked hundreds of these and very few claim they even use the resume databases. They are just too expensive. Most just run an ad and wait for the responses. Third party recruiters  and those companies that can afford on-site recruiters will spend time searching the databases, however, this is a small percentage.

The majority of  hiring is not done by large or Fortune 500 companies. Iit is done by the mid and small size companies.  The fact is most mid and small size companies can’t afford a sophisticated resume management system. This  then eliminates the importance of the automated key word search in the vast majority of hiring.

It is for this reason, coupled with the fact that most hiring managers don’t spend hours sorting resumes on the job boards, that I believe this is the least important of the two.

The hands down most important resume key word search is done 100% of the time by every CEO, HR person, hiring manager or recruiter. This is why it is so important. Yet, most candidates show complete surprise when in our coaching session I mention it.

2) The human eye key word search. This  is done with the eyes of the person scanning your resume. That person is looking for key words or phrases to jump off the page. They want their eyes to latch on to these as they move down the page. Most have trained their eyes to be on the lookout for these key words.

This is the key word search candidates should focus on. Yet so many candidates have a generic, one-size-fits-all resume that the key words are either missing,  buried so deep in a paragraph or are mentioned only once on page two of the resume, the key words or phrases are never noticed.

Here are a few suggestions to get past the human eye key word search.

Do you:

1) have the key words or phrases embedded multiple times in the body of the resume. Not just at the top of your resume.

2) have quantifiable results associated with your accomplishments. Don’t write out numbers. Actual numbers stand out more to the eye.

3) have the key words or phrases listed under multiple positions or companies.

4) have these words or phrases at the beginning of  the sentence or bullet point so the eye catches them. We read left to right. Don’t bury them in a long paragraph where it is hard for the eye to catch.

5) have them aligned with the advertisement or job description.

6) have them listed in your cover letter. You can download a sample cover letter for free that will show you how to do this. CLICK HERE to download.

7) have them re-enforced in your thank you letter. You can download for free a sample thank you letter that will show you how to do this. CLICK HERE to get yours.

These are just a few things you can do to get past the most important key word search – the person reading your resume.

In summary, if you do all the things necessary to get past the human key word search, I firmly believe you will by default have the proper  key words to get past the automated search.

For more information on building a resume that will get noticed and get you the call back, take a look at our job search workbook. It provides solutions to the most common mistakes candidates make during a job search.   Like this one. We will send it to you for just the cost of shipping ($5 USA only). CLICK HERE to learn more.

Join our Linkedin Job Search Networking group. Over 4200 people have. There is a wealth of articles and other resources for you in this group. CLICK HERE to join.

I welcome your thoughts and comments.

Brad Remillard

How to Get the Interview and Not Get “Deleted”

This is about your “digital first impression” and six ways to screw it up. Every recruiter has his pet peeves about resumes and I’m no exception. Like it or not, in this digital, email, on-line world, your first impression as a candidate is often the resume and cover letter you send. (OK, I admit, I don’t read cover letters much. I cut to the resume first. Sometimes I come back and read them, but the resume is what I’m interested in.)

I’m not going to write about all the strategies and methods of creating a resume and cover letter, I’m just going to tell you the things that will irk most recruiters (or at least this one) so you should avoid them. In no particular order:

• Size matters: Look at the whole first page of your resume. Would you want to read it or does it look like the fine print on your credit card statement? Don’t cram so much information into it or make the type font so small that people will strain their eyes to read it. I know, we can enlarge it, but it just shows you aren’t thinking about your reader.

• I won’t believe you can walk on water: A summary of your experience in terms of function, industry and accomplishments is fine, but skip the flowery descriptions. I see “hands-on”, “profit driven”, “strong leader”, “dynamic”, “visionary” in summaries all the time. I don’t read them because I know the candidate wrote them. I’ll decide how “dynamic” someone is when I interview them, not when I read their resume. Save the space for more accomplishments.

• Attendance doesn’t count: Companies don’t pay you just to do things; they pay you to accomplish things. Resumes that are long on responsibilities and short on accomplishments indicate someone who just ‘showed up’ and are not the top quartile talent that companies are looking for.

• Osmosis is not my strong suit: Probably the best way to get your resume tossed is to list the name of a company with no description of what it does. This is especially true of middle market companies. (Even if a company is a household name, include what your division, group, etc does!) The reader has no context from which to assess your accomplishments until they know what the company does and its relative size. I automatically toss these resumes. How can you present an executive to a client if they don’t demonstrate this simple piece of common sense?

• Chronological or functional? No contest here in my book, make it chronological. I want to know what you accomplished and where. If you just list a bunch of accomplishments and a list of jobs, I can’t tell where you did what. You may have the exact accomplishment I’m looking for, but if you’ve worked in different industries or different sized companies, I can’t tell how relevant the experience is.

• Goldilocks syndrome: Resumes can be too short or too long, and there is a “just right” length. In general, I find one page resumes to be too short to be meaningful, and they don’t “peak my interest”. I don’t want to ask you for more information. Give me what I need to assess your background against my requirements. Three page resumes or more are usually too long. There’s either too much detail or you’ve gone back beyond 10-15 years in your career. Put those older jobs under Prior Experience. The last 10 to 15 years of experience is usually the most relevant to what we’re looking for.

OK, I got that off my chest. These tips aren’t going to guarantee you get the job, but they should help keep you from being eliminated before the game starts.

When you land that next job, and start to build your team, check your hiring process first.

For more, join our LinkedIn Job Search Networking Group. CLICK HERE to join.

View our 5 minute video, Vital Information Missing From Many Resumes. CLICK HERE to view.

Download a FREE sample cover letter to go with a great resume. CLICK HERE to download.

For information on how to arrange for Hagerthy & Co’s complimentary Hiring Process Assessment go to www.hagnco.com/page13.html#HiringProcess.  Mike Hagerthy is the founder of Hagerthy & Co, an executive search, training and consulting firm.

Vital Information Is Missing From So Many Resumes

I receive hundreds of resumes daily from candidates in relationship to the searches we have underway. So many of these candidates actually believe they are qualified for the position. Many may in fact be qualified, however, many of these candidates will never get a call from me because basic vital information is missing from their resume.

I’m not talking about the content of their specific jobs, the accomplishments, or the activities they performed, I’m talking about the basic information the recruiter needs to decide if this candidate meets the minimum requirements for the position.

For example, I recently tested this theory. I sent out an email to my database regarding a search I was conducting. The total email was maybe 6 sentences. I kept it short so that the things I was looking for would stand out in the email. In the email I mentioned 6 times the words “outsourcing manufacturing,” 7 times I mentioned, “contract manufacturing,”  and 4 times I said, “must have industrial manufacturing.” Given all that in just 6 sentences, what do you think I’m looking for on your resume?

Not in your cover letter, not in a follow up email, not on the phone interview, but on your resume, so I will pick up the phone and call you.

For those with an immediate grasp of the obvious you answered, contract manufacturing, outsourcing, and industrial manufacturing experience. Right answer.

How many of the 188 responses I received do you think took the time to include this vital information on their resume? Note that the vast majority, either in their cover letter or reply via email to me, mentioned how perfect they were for this position. If you answered 2 you scored 100% again. Go to the head of the class.

This is so important that I put together a short 5 minute video for you to watch that gives you the details on what basic vital information you need to include on your resume. CLICK HERE to watch this video.

I hope this short video will  help you as you put your resume together. Making sure this information is on your resume will help ensure recruiters and hiring managers don’t put your resume in the trash because it is missing important information.

For more information on resumes, interviewing, and job search help join our LindedIn Job Search Networking Group. Over 3,500 people participate with great articles and discussions. CLICK HERE to join.

To help with your resume, download a free sample cover letter specifically designed to align your resume with the company needs. CLICK HERE to download.

If this was helpful to you, please forward it to your network, mention it on LinkedIn or Facebook so that others can also benefit. Everybody needs to help out in these tough times. Please help others.

I welcome your thoughts, questions and comments.

Brad