Being the Candidate Recruiters Want to Talk To

Written by Scott Brown

Finding people through job sites can seem like a daunting task for many recruiters. If you reply to a recruiter's job listing on one ofrepparttar popular job sites like Monster, HotJobs or CareerBuilder, chances are you'll be one of 200 or more people responding. Most recruiters will only look throughrepparttar 139198 first 20 or so resumes. As we've mentioned in previous articles, one way to distinguish yourself when replying to a job ad is to use a unique and catchy subject forrepparttar 139199 email message.


Another way to increase your odds of being selected by a recruiter, which can be even more powerful, is by taking steps to increaserepparttar 139200 chances your resume will be found when recruiters searchrepparttar 139201 job sites. The best way to do this is to optimize your resume for keywords recruiters might be searching for. Because there are so many resumes onrepparttar 139202 job sites, many recruiters use complex boolean search strings to try to find someone who matchesrepparttar 139203 job description they're trying to fill. Just as an example, let's sayrepparttar 139204 jobrepparttar 139205 recruiter is trying to fill calls for an administrative assistant who can write letters, edit spreadsheets and handle email and scheduling. The recruiter might search for "Word and Excel and Outlook and administrative assistant." The resume that will come up first will probably berepparttar 139206 one that mentions those 4 thingsrepparttar 139207 most. Guess what happens to an administrative assistant who knows Outlook but didn't mention it on his/her resume? They wouldn't even come up inrepparttar 139208 search.

Especially during an economic downturn, many companies ask recruiters to find people who can essentially handlerepparttar 139209 tasks of what might have previously been more than one position. Sorepparttar 139210 recruiter may be looking for someone who primarily has one set of skills, but who also has another set of skills that most people withrepparttar 139211 first skillset don't have. Many recruiters and HR people are not familiar enough withrepparttar 139212 positions they recruit for to know thatrepparttar 139213 skill combinationrepparttar 139214 company's seeking is unlikely to exist in a single person. So they take onrepparttar 139215 task of searching for someone withrepparttar 139216 wide range of skillsrepparttar 139217 hiring manager is seeking. When they find someone who mentions allrepparttar 139218 skills on their resume and whose current and prior job titles fit withrepparttar 139219 job they're trying to fill, they're excited and eager to recruit that person! This puts you,repparttar 139220 job candidate, in a much better position than being one of several hundred people replying to a job listing.

A Coaching Book Review:

Written by David Hone

Win-Win Partnerships takes Coaching and Partnering to a new level. This book explores much more than employer/employee relationships. One gets a sense ofrepparttar power that can come only through synergistic partnerships whether they be in or out ofrepparttar 139197 workplace. The coaching process is given extensive, in-depth treatment. Each ofrepparttar 139198 eight steps is given a full chapter with detail and clarity. Chapters one through four explore partnering and coaching through an in-depth look at our values and getting a feel for synergistic partnerships in general. Chapter five introducesrepparttar 139199 Coaching Model and is a good

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