Got A Paycheck From My Old Employer After 2 Month Recent College Grads – Everything You Need to Know About Recruiters

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Recent College Grads – Everything You Need to Know About Recruiters

College Grads – Complete Recruiters Handbook

So, you’ve graduated and are in the process of submitting your resume to several jobs. Well, it just so happens that one of the ads you applied to is through a recruiter. In addition to being an online media consultant, I run a recruiting firm that deals with executive level job seekers. That means our company only places jobs that are $100,000 base salary or more. For several reasons including ethics, we do not place recent college graduates.

Coming out of college, I strongly suggest you do not use a recruiter for your first job. There are exceptions like Heidrich and Struggles as well as ManPower, although there are not many. Actually, I wish most colleges would stop letting recruiters post third-party job openings. If it’s directly for that recruiting firm and the position offers compensation, then it’s an exception. We’ll get into what it’s like to work for a staffing company later in this article.

Personally, before I graduated from university, I had no idea what a recruiter was. That is, until I was hired by one in a job that I would leave after 4 months to, ironically, start my own recruiting firm.

How recruiters are paid:

Recruiters are paid two different ways:

1. Contingent contracts – a contingent contract is when a company pays a recruiter (typically 15% – 25% of the base salary) to find them an employee. With a contingent contract, the recruiter only gets paid if they place someone for that particular position.

Therefore, if your base salary is $35,000, then the recruiter would receive $7,000 in commission once you are officially employed with the organization. In effect, the $7,000 would go to the recruiting company and, depending on the company’s commission policies, the recruiter would receive a certain % of that money.

2. Retained contracts – these days, recruiters are less likely to get these contracts, however it is when a company pays a recruiting firm upfront or in stages, regardless of whether they do the placement. It is unlikely that a company would be reluctant to hire recent college graduates.

3. Guarantees – recruiters almost always give their clients guarantees. These guarantees, more or less, are a form of risk management, so the employer has no job applicant leave and is left with a hefty bill. The industry standard warranty is 90 days prorated on 30/60/90 days. Prorated warranty explained:

Let’s assume, to make it easier mathematically, that the recruiter charges 20% of the base salary and works on a 30/60/90 ratio guarantee. So, if your base salary is $30,000, then the total fee the recruiter would receive is $6,000. With the aforementioned guarantee, the payment schedule would be as follows: $2,000 after you have been with the company for 30 days, the second $2,000 after you have been with the company for 60 days, and the final $2,000 after you have been with the company for 90 days. .

Common sayings that recruiters use to manipulate recent college graduates:

1. “Do me this favor” – this is how recruiters, indirectly, will tell you that if you go to a job interview, then they will still work with you. Instead, ask them a favor. Politely ask them to listen to the ringtone for a while. If you say it in a dry way, there’s a chance they’ll do it for a few seconds. Not a bad trick.

2. “This company is the best” – if the company was truly the best, they wouldn’t be going through a recruiter for their recent college graduates. Companies like Google, Apple, Goldman Sachs should never use recruiters for recent college graduates. Dig deeper with this statement, quickly go to hoovers.com and ask the recruiter what the company’s revenue was last year.

3. “We have an exclusive on this work” – that means they have a “retained contract”. This may or may not be true, but there is no reason to announce this to everyone. More likely than not, I’d be skeptical. First, ask them if they have a “retained contract.” Then, to see if this is true, do some research. Look at all the job boards like Monster or Hotjobs and see how many posts there are. Again, refer to the section “What I should not do to a recruiter” because, in every case (without exceptions) it is unethical to avoid a recruiter.

Red lights:

1. Never use a recruiter who will pay you money. There is not a single exception to this rule. A recruiting firm should also never sell resume services to you. You should find your own resume writing service. If a recruiter asks you to pay any fee, immediately report that organization to your university.

2. The recruiter will not tell you the name of the company. If a recruiter is hiding the company name from you, how much more are they hiding? Would you ever buy a car without knowing the brand? Remember, this is your career, you should be in the driver’s seat.

3. The recruiter wants to put things on your resume that you are uncomfortable with. If the recruiter helps you with some formatting, then maybe you have a good recruiter, however if they want to put some knowledge claims on your resume that you are uncomfortable with, tell your university right away.

4. The recruiter doesn’t do a full interview with you. This means that the recruiter is “cheating resumes” at their client. “Chucking resumes” is a term I coined because some recruiters will continue to send out resumes regardless of background or interest in hiring for a position. If this happens, tell your university immediately.

5. The position they are filling does not pay a base salary. If you are ever approached by a recruiting firm to interview for a position that does not pay a base salary, tell your university, as no reputable recruiting firms work on commission only.

I sent my resume to a recruitment company but no one responded:

This is understandable and does not reflect either positively or negatively on the recruiting firm or you qualifications. The reputable recruiters are paid by their clients to find someone very specific. Therefore, unless you happen to be in the right place at the right time, you probably won’t get a call. Don’t be discouraged and, again, these are waters you probably shouldn’t be treading.

For example, if my company is working on a biotechnology software sales job, we will not call everyone who submits their website, because we have an obligation to find someone specific.

How do I get noticed by a recruiter?

Again, I don’t recommend recent college graduates using recruiters, but here’s how to increase your odds:

The subject of the email should be: Auburn University ’10 – Principal: Physics New York, NY

As you can see, your college goes first, then your graduation date, then your current location. The reason this works is because recruiters receive so many resumes every day that read “summary” that they don’t have time to look at them. I can’t speak for every recruiter, although this is my personal recommendation.

Important: do not send your resume to a recruiting firm more than once a month. Also, don’t do a mass email to a bunch of recruiters at once.

Do I need a cover letter:

No. This is one of the biggest myths about resume submission. Actually, it is quite annoying to receive a cover letter because you have to scroll down to see the applicant’s resume. When you send a resume directly to a company, they will expect it, so make sure you do that. However, most employers will not read every cover letter submitted. To increase your odds of getting it read, make the cover letter in bullet points.

Ways to gauge whether a recruiter is worth talking to:

How smart and knowledgeable do they sound?

How many openings does the company have? How good are those posts? Most recruiting firms have their open jobs posted on their website. If you see a company taking every available job, then you may not want to work with them.

Questions to ask a recruiter:

Remember, be polite, but get your answers. If the recruiter doesn’t want to answer your questions or is rude, report them to the university.

1. How long has this job been open?

2. How many times has the recruiter worked with this company?

3. Do you know how many people are interviewing for this job?

4. Do you have any tips for the interview?

5. Why would you be suitable for the job?

Remember, be polite.

What you should no do to a recruiter:

Recruiters are in business to hire individuals. There is no way you should talk to a recruiter, then avoid them and go straight to the company. Although I do not love recruiters who work with recent university graduates, this does not give you the right to go directly to the company. Business ethics are not emphasized enough in some classes, but if you want to be successful, learn them quickly.

Working at a recruiting firm:

Just like any other industry, working at a recruitment firm can be either rewarding or unchallenging and uneventful.

A typical day at a recruitment firm consists of researching your clients, gathering relevant resumes and interviewing candidates. If you decide to work at a recruiting firm, make sure you are not hiring in an industry you are not interested in. Also, if a recruiting firm wants you to call potential clients, decline the position. Nobody in HR department has time for this. Make sure the recruitment company has a good business plan.

Recruiter Lingo:

resume – curriculum vitae – this is a fancy word for a resume.

Placement – this is when a recruiter has successfully hired an employee at his client’s company and receives the subsequent commission.

Headhunter – another term for a recruiter, however recently, recruitment companies have not used this term

C-level recruiters – the term “C-level” refers to the titles at companies that start with “C” – 95% of the time, those are the executives at the company. So, CEO, CFO, COO, CTO are all high level titles in a company.

CEO – CEO

CFO – Chief Financial Officer

COO – Chief Operating Officer

HR – department of human resources of an organization

Reference:

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