Make It Easy To Hire You...

Make It Easy To Hire You...Make It Easy To Hire You...Are you making it easy to hire you? Or are you making it hard? At Ladders.com, we know a few things about how to make $100K+ hiring managers and recruiters pretty darn excited. Heres a bit of feedback from this week You guys are incredible Weve hired several employees through your service and will be looking to hire about twenty more by the end of June. Thank you for providing such an extraordinary two-way opportunity. Jim Cronlin, Edmond, OK Thanks, Jim Heres another Jamie, As promised I wanted to say a few words about your website(s), Ladders. Your site is an amazingly effective tool for Recruiters The amount of qualified responses to our postings has been remarkable. I plan on continuing to use the site and referring my colleagues to this treasure trove of talent. Thanks to you for your continued support you are marvelous in the customer service departement. While I know you must have hundreds of clients I am left feel ing special each time we speak. Thanks again and again Jamie Sincerely, Anne Gleaton Executive Recruiter InSight Careers Because of our industry experience as veteran executives at HotJobs.com, and our laser-like focus on just the cream of the crop here at Ladders.com, weve learned quite a bit about how to love the customer and get great candidates connected to great jobs like the more than 5,000 new $100K+ opportunities in this weeks newsletter. And weve made it very easy for recruiters to hire our candidates by sticking to our mantra We dont accept money from hiring managers and recruiters. Our sole source of revenue is our membership dues from our 290,000 great professionals. Its always free to send your $100K+ jobs to our subscribers. So were doing our part to make it easy to hire you. Are you doing yours? There are likely dozens of jobs out there waiting for you today in the hands of HR managers and executive search people. And because their job success is measured by ho w quickly they can hire talented people for the jobs they have open, they really want to meet you. And quick So are you making it easy for them? Do you understand what theyre looking for enough to give it to them? And give it to them good? Well if you dont mind me taking just a bit of time to give you an industry primer, I think I can help you make it even easier for those recruiters to find you and get you started in your next great role in life, my dear Readers.A whole heaping bunch of you write in each week to ask something along the lines of say, Marc, how can I hire a good headhunter?Well, it doesnt quite work that way, folks, so let me explain. Headhunters, or executive search consultants, are hired by a company to quickly and efficiently fill a role. Now this service comes with a price tag involved typically 20% to 33% of the positions first year compensation. That might seem really high, but the (1) specialized knowledge of executive search firms and the (2) recruiting and s ales skills they need to bring to the job really do demand this level of compensation. And the remarkable success of these specialists is exactly why companies frequently outsource their recruiting needs to outside executive search firms. In some cases, for as many as 50% of their high-end positions. The specialized knowledge and skill of a consultant who has filled similar roles dozens of times over the years makes this seemingly large cost a very good value for the hiring company. So a headhunter, in his or her day-to-day existence, is fruchtwein concerned with the successful completion of their open searches. For a particular professional, this will be just a handful of jobs at any one time. And when youre speaking with a recruiter, youll need to keep this in mind how can I make it easy for this recruiter to fill this job with me? So if you match the requirements for a particular opening that the headhunter has right now? fantastic Theyll want to bring you in and find out as quic kly as possible if theres a good fit. If you fit the general mold of the searches that a particular headhunter commonly fills, but nothing specifically on their plate today, then of course, theyll be interested in keeping your resume on file for future opportunities. And if there just isnt a match between your skill set and the types of roles that that particular recruiter concentrates on, no amount of persuasion is going to make that relationship work for either of you. So how can you make it easy for recruiters to hire you? How can you best assist an executive search professional, or, for that matter, an internal company recruiter, in doing their job really well? The answer is simple. You have to have a crystal clear focus. Be opinionated about the job you want. Explain exactly who you are, what youre looking for, and why the former leads inevitably to the latter. A recruiter who hears you say oh, Im just looking for something new in a new industry wont know how to help you. You s ee, they need a story for each candidate to convince the hiring decision maker to take time out of their demanding schedule to meet you. A story that sings to the needs of that manager, that particular company, and that particular role. They need to be able to say to the hiring manager Youre looking for A, B, C, and D. This guy has tons of A B, quite a bit of C, and has shown great promise for developing D.So your pitch needs to be Im looking for a senior sales manager role in a fast-growing start-up in business process outsourcing.NOTIm great at sales.It needs to beI love treasury and want to continue applying my experience in a Fortune 500 environment while developing my all-around financial knowledge.AND NOTIve been in finance all my life and would like to do something in that or maybe operations, or even absatzwirtschaftYou must pitch this way Ive been a direct marketer for 15 years for great brand names and learned a lot about balancing the demands of effective acquisition met hods with the requirements of brand positioning, so I think Id be great at the role as described.AND NOTI can help your marketing programs because of my past all-around great experience.By having an opinion about the type of experience you have, and the best roles which you?d be suited for, you communicate to the recruiter that hey, heres somebody who is going to interview well and make a great case for why theyre right for this particular job. And that gets the recruiter excited, because a great interview and a great set of relevant qualifications are the best and shortest routes to their own success. Now I know how hard this can be. Particularly if were really very, very eager to get into our next role, the tendency as job-seekers is to not want to pigeon-hole ourselves. To not close any doors. To not rule out any possibilities. But its very important that you do close some doors. It is very important that you do communicate to the recruiting professional that there are very defin itely right and wrong positions for you. Because somebody who says theyll do anything is not convincing as somebody who will do that one role really well. And lastly, this is critically important for your job-hunting success because of time. Your time. Among all the demands on your time this week, youve set aside a certain number of hours to focus on that next great role. Job-hunting can be exhausting, and even on our most active days, there is really only so much calling and interviewing and networking we can do before it really gets us down. And if you fritter away those precious few hours on applying for and pursuing roles that arent right for you, two things are going to happen. One, youll get discouraged about your artificially high failure rate (I always feel sorry for those people quoted in bad economy newspaper articles who say theyve applied for more than 2,000 or 3,000 positions without success. Great effort misapplied is a great tragedy.) And two, youll miss out on some o f the jobs that are really right for you. Its important that as you review the amazing jobs we have collected for you here this week that you stay focused. Have an opinion. Apply for the jobs that are right for you, and then follow up like a house on fire on those jobs. The right jobs. Use your hours wisely. Use your patience and attention span wisely. And that, my friends, is the best way to make it EASY to hire you. And its also the best way to make your job-hunt efficient, effective, successful, and most importantly of all. Short. JOBS ACCEPTED BY SALESLADDER SUBSCRIBERS THIS WEEK Just as reported typos and all TitleCompensationAccount director$120,000 plus open commissionaccount director (sales)$110kAccount Executive$150,000Account Manager180,000Client Executive (abverkauf)$150KConsultant150000Consultant$180,000Consulting Sales Manager120,000Director, Commercial Sales$135,000+Director Systems Integrators$200K totalDirector Sales200KDirector, Business Development$100k cousin e $190 planDirector, Sales and Business Development135000Equipment and Aftermarket Sales Specalist100K + total, salary+comissionGeneral ManagerGeneral Manager$140,000Global Account Director145KGroup Director$115,000Group Sales ManagerManaging Director for Development$120KManaging Director, Americas$100k + bonus + equityNational Account Manager100,000National Broker Manager125-150kNational Business Dev Mgr supporting IBMProduct Specialist$140,000Regional Director200kRegional Sales Managerbase 55K annual 195KRegional Sales Manager$120KSales Director100kSales Engineer$110,000 per yearSenior Account Executive0 to 150,000Senior Consultant150,000Senior Director of Outsourcing$160K plus 35% bonusSenior Vice President$225Ksr. account manager$120,000+Sr. VP$130kSVP$200,000Territory Sales Manager250,000Vice President$120+Vice President Sales and OperationsVP155,000VP General Banking Distribution Finance$150,000VP Business Development125000VP Business Development120000VP Sales100,000 + Bonus + StockVP Sales200VP Sales Mktg$270,000VP Sales Western USA150000k at plan