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Week 3: Attracting Recruiters Like Bees to Honey

Episode 1

Episode 2

Episode 3

Recruiters Are Friends, Not Food!

Play Video about Employer finding potential candidates from LinkedIn

Video Time:  4 Minutes        Action Time: 30 – 60 Minutes

Before we get to the good stuff, let’s give everyone a quick understanding of recruiters and how they differ from one another. Because you are going to start hearing from recruiters, you need to know that there is a difference between Contingency and Retainer Recruiters. It’s probably not something you learned in one of your introductory college courses.

Retained

Contingency Recruiters are usually Independent Contractors. They only get paid if they fill the position and usually for a specific time frame and urgency. Often these recruiters have to compete with the client’s internal HR department, advertising, direct applicants, and typically one or more other recruitment companies.

 

Retained Recruiters are usually working for the company as an employee or they are on retainer meaning they work for a certain amount of time like a year or longer while getting paid upfront to find the right people for the open positions within the company. Usually, companies will do a retained search when looking to fill a senior position or when cheaper options have been exhausted.

Here’s a big difference! Contingency Recruiters are scrappy! They are working fast and furious. They want to get people placed like yesterday because that is how they get paid. Paid by placement. If you don’t fill their needs, you will likely never hear from them again unless they are dog-earing you for another position they are thinking about! If you get ghosted by a Contingency Recruiter, don’t feel bad. It’s not about you! Just think at least it’s not your crush ghosting you.​

 

Conversely, Retained Recruiters take longer,  they have more obligation to the company because they are more likely an employee or long-term retained recruiter. They are more about finding the right person for the long haul. If you don’t fill their needs, you will likely hear from them again sometimes years or decades later, especially if they liked you. Usually Retained Recruiters will give you honest feedback so you can do better in the future if you don’t get the job offer.

Contingency Recruiters are usually Independent Contractors. They only get paid if they fill the position and usually for a specific time frame and urgency. Often these recruiters have to compete with the client’s internal HR department, advertising, direct applicants, and typically one or more other recruitment companies.

 

Retained Recruiters are usually working for the company as an employee or they are on retainer meaning they work for a certain amount of time like a year or longer while getting paid upfront to find the right people for the open positions within the company. Usually, companies will do a retained search when looking to fill a senior position or when cheaper options have been exhausted.

Here’s a big difference! Contingency Recruiters are scrappy! They are working fast and furious. They want to get people placed like yesterday because that is how they get paid. Paid by placement. If you don’t fill their needs, you will likely never hear from them again unless they are dog-earing you for another position they are thinking about! If you get ghosted by a Contingency Recruiter, don’t feel bad. It’s not about you! Just think at least it’s not your crush ghosting you.​

 

Conversely, Retained Recruiters take longer,  they have more obligation to the company because they are more likely an employee or long-term retained recruiter. They are more about finding the right person for the long haul. If you don’t fill their needs, you will likely hear from them again sometimes years or decades later, especially if they liked you. Usually Retained Recruiters will give you honest feedback so you can do better in the future if you don’t get the job offer.

Your Goals for this Week 

  • Get your top 3 skills up for all to see and get your first 20 endorsements! Remember, you just have to ask. You can ask on our Private LinkedIn Membership Community for endorsements.

  • Give 5 recommendations to people you have worked with, admire, or appreciate. They don’t have to be long, it could even be just one sentence. Once you send those out, ask them to recommend you. Get at least 2 recommendations for yourself!

  • Give 5 recommendations to people you have worked with, admire, or appreciate. They don’t have to be long, it could even be just one sentence. Once you send those out, ask them to recommend you. Get at least 2 recommendations for yourself!

  • Check out our internship link if you haven’t already

  • Get a virtual internship

Bonus Super Links

These 7 Work Skills Can Make You More Marketable to Employers in 2018

 

4 Steps to Attract Recruiters to Your LinkedIn Profile

 

Your Goals for this Week 

  • Get your top 3 skills up for all to see and get your first 20 endorsements! Remember, you just have to ask. You can ask on our Private LinkedIn Membership Community for endorsements.

  • Give 5 recommendations to people you have worked with, admire, or appreciate. They don’t have to be long, it could even be just one sentence. Once you send those out, ask them to recommend you. Get at least 2 recommendations for yourself!

  • Give 5 recommendations to people you have worked with, admire, or appreciate. They don’t have to be long, it could even be just one sentence. Once you send those out, ask them to recommend you. Get at least 2 recommendations for yourself!

  • Checkout our internship link if you haven’t already

  • https://www.superinterns.com/get-a-virtual-internship-2/

Bonus Super Links

These 7 Work Skills Can Make You More Marketable to Employers in 2018

 

4 Steps to Attract Recruiters to Your LinkedIn Profile

 

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