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Casual Articles - Internet Presence - Help Recruiters Find You, and Know How to Approach Recruiters Effectively
In this maze of medical billing and the countless number of forms, specifications and red tape, the GU0 record ranks up near the top of the list of things that drive billers crazy. The number of fields alone that need to be filled are enough to make you pull your hair out of your head. Add to that the convoluting mapping of these forms and you're in for a two aspirin night after you've come home from work. Hopefully, this series of articles on the GU0 record will help make the biller's life a little easier. In this installment, we cover the GU0 record picking up with field number 54.GU0 field 54, positions 159 - 166, is Reply ALN L08 N02. This is the response to the second question on any DMERC certification requiring an eight position response. This is another date field, similar to field number 53. This field is filled in under the following conditions: For form number 06, the date is filled in to show the start of a TENS trial. For form numb
Send them an email; don't just leave them a voicemail. Why? Emails are infinitely easier to respond to than a voicemail. If a recruiter calls you, they risk that you might actually answer the phone - when the recruiter simply wants to respond with a quick message, and then the recruiter gets sucked into an unplanned - conversation.
I’m not saying don't call a recruiter. Most definitely have a 30-Second Elevator Pitch when you do. This way you can leave them a crisp voicemail as a back up to your email, and tell them you are doing so in the voicemail (don't forget to leave your email address as part of the message).
When you send an email, have the body of the email -briefly- (key word) state the purpose for reaching out to the recruiter and attach your -pin sharp- resume. Don't tell your life story in the body text of the email. Don't cut and paste your resume in
It's sad but it's becoming increasingly important that background checks are used more and more these days. This applies whether the issue at hand is a new employee, you're starting a new business, checking a new tenant to live in your property and even personal relationships. And while undertaking completely free background checks do have some value, you should be aware that free background checks are limited and do not reveal the complete picture.So why should you consider paying for a background checks, when a free background screening is an option? There are many reasons, here are just a few:1. A free background check will provide some information but it is limited, lets say you need a credit check on somebody then it is extremely likely that you'll need to pay a credit agency to undertake that check for you because a free background check can't cover that matter.2. T
Even though you don't want to have your job search strategy rest solely on approaching recruiters, many job seekers inadvertently shoot themselves in the head because they don't know how to effectively approach recruiters.
Many people don't even understand what a recruiter does and doesn't do, or more specifically - how they get paid. It definitely differs from country to country, but predominantly the following is true:
Recruiters are - not - agents for candidates; they are agents for clients.
Or alternatively:
Recruiters don't find jobs for people; they find people for jobs.
Approaching a recruiter and telling them you want to discuss "how we can work together", telling them you'd like to discuss having them represent you; telling them you're trying to choose someone to represent you; presenting them with the opportunity to represent you, are all approaches that will expedite your listening to a dial tone or having your email deleted.
The only real way you are going to get any recruiters' attention is if - based on timing - you happen to align with the requirements of a position they are trying to fill. There is about as much chance of that happening as getting struck by lightening. If you don’t align with the requirements of a position they are trying to fill, then you are simply going to be perceived as someone who is about to waste the recruiter’s time - time they can't afford to waste. Ouch that hurts. Hey - just ask yourself, when doing whatever it is that you do for a living - which is more productive - wasting time talking to an unsolicited call from someone trying to sell you something you don't need, or focusing on doing what you are paid to do?
Reality check #1: Recruiters are some of the busiest people on the planet. Good ones are also some of the hardest working 24X7 dedicated people you will ever meet. Many recruiters regularly work 12-hour days 6 days a week or more. Why? Again, because timing is everything on the candidate side as well as on the opportunity side, and time kills all deals. It is also a bandwidth issue in that - the faster a recruiter can fill a search - the more searches they can do in a year - the more income they generate from - clients - that pay them (i.e., not candidates) to conduct searches.
My phone rings at least once every 10 minutes. Many recruiters don't even answer the phone if it isn't a scheduled call. My executive assistant used to yell at me - "Stop answering your phone. Let me do that." Sounds kind of strange why an executive recruiter wouldn't answer their phone right? Well it isn't. Why? Because, they'd never get anything done, if they had a 15-minute conversation with every unsolicited candidate who called to discuss their job search campaign every 10 minutes. It is just an unfortunate reality that many unsolicited candidates never receive a return phone call or an email acknowledging a resume submission or attempt at communication with a recruiter. Don't take it personally.
Reality check #2: Most of us are busy right? Ever hear an executive complain about the number of voicemails they get, or the number of emails they receive? A recruiter's life revolves around the phone and email. I've never met an executive who really had to deal with the volume of voicemail and email recruiters have to deal with.
Want to increase your chances of connecting with a recruiter? Make it easy for them to communicate with you!
Send them an email; don't just leave them a voicemail. Why? Emails are infinitely easier to respond to than a voicemail. If a recruiter calls you, they risk that you might actually answer the phone - when the recruiter simply wants to respond with a quick message, and then the recruiter gets sucked into an unplanned - conversation.
I’m not saying don't call a recruiter. Most definitely have a 30-Second Elevator Pitch when you do. This way you can leave them a crisp voicemail as a back up to your email, and tell them you are doing so in the voicemail (don't forget to leave your email address as part of the message).
When you send an email, have the body of the email -briefly- (key word) state the purpose for reaching out to the recruiter and attach your -pin sharp- resume. Don't tell your life story in the body text of the email. Don't cut and paste your resume int
I have four month of an experience at work at home based business opportunity and would like to share it here. It is not a talk of me, but of my experience, maybe can help new beginners.This experience is face to face with one thing: I am not from an English country and the English language is not used any day here. It has a specific useful at English schools, work, airport, hotels. There is no use day after day into household.Guess what: my work at home based business is in English.The second problem, that I learned to call it by a challenger, is my no experience at HTML language, even Internet marketing four months ago. I used to navigate at Internet, read email, open web sites and no more.Yes, I know you think I am unreasonable. But see it is always been my dream to have financial independence. It is not likely doing what I used to do. And my dream is too to reach a life style that Internet marketing offers as opportunity.
The only real way you are going to get any recruiters' attention is if - based on timing - you happen to align with the requirements of a position they are trying to fill. There is about as much chance of that happening as getting struck by lightening. If you don’t align with the requirements of a position they are trying to fill, then you are simply going to be perceived as someone who is about to waste the recruiter’s time - time they can't afford to waste. Ouch that hurts. Hey - just ask yourself, when doing whatever it is that you do for a living - which is more productive - wasting time talking to an unsolicited call from someone trying to sell you something you don't need, or focusing on doing what you are paid to do?
Reality check #1: Recruiters are some of the busiest people on the planet. Good ones are also some of the hardest working 24X7 dedicated people you will ever meet. Many recruiters regularly work 12-hour days 6 days a week or more. Why? Again, because timing is everything on the candidate side as well as on the opportunity side, and time kills all deals. It is also a bandwidth issue in that - the faster a recruiter can fill a search - the more searches they can do in a year - the more income they generate from - clients - that pay them (i.e., not candidates) to conduct searches.
My phone rings at least once every 10 minutes. Many recruiters don't even answer the phone if it isn't a scheduled call. My executive assistant used to yell at me - "Stop answering your phone. Let me do that." Sounds kind of strange why an executive recruiter wouldn't answer their phone right? Well it isn't. Why? Because, they'd never get anything done, if they had a 15-minute conversation with every unsolicited candidate who called to discuss their job search campaign every 10 minutes. It is just an unfortunate reality that many unsolicited candidates never receive a return phone call or an email acknowledging a resume submission or attempt at communication with a recruiter. Don't take it personally.
Reality check #2: Most of us are busy right? Ever hear an executive complain about the number of voicemails they get, or the number of emails they receive? A recruiter's life revolves around the phone and email. I've never met an executive who really had to deal with the volume of voicemail and email recruiters have to deal with.
Want to increase your chances of connecting with a recruiter? Make it easy for them to communicate with you!
Send them an email; don't just leave them a voicemail. Why? Emails are infinitely easier to respond to than a voicemail. If a recruiter calls you, they risk that you might actually answer the phone - when the recruiter simply wants to respond with a quick message, and then the recruiter gets sucked into an unplanned - conversation.
I’m not saying don't call a recruiter. Most definitely have a 30-Second Elevator Pitch when you do. This way you can leave them a crisp voicemail as a back up to your email, and tell them you are doing so in the voicemail (don't forget to leave your email address as part of the message).
When you send an email, have the body of the email -briefly- (key word) state the purpose for reaching out to the recruiter and attach your -pin sharp- resume. Don't tell your life story in the body text of the email. Don't cut and paste your resume in
If you're grumbling and muttering all the time, complaining about your job or your situation, you aren't going to get very far with building your career success.People like to be with people that make them feel good and, frankly, no one enjoys a whiner. Boosting your career success can be as simple as building rapport with others you meet, even if you might not think they can influence the way your career develops. What's more, it's a far better sort of person to be!These ideas show how you can do this quickly, consistently and well:-1. Greet people like you really are glad to see them. And even if you don't particularly like someone, get over it, there's a bigger challenge out there than petty dislikes. Making the other person feel like you're glad to see them can open up a lot of opportunities.The rewards of career success may not be noticeable at first, but hang in there, this is an investment that can pay out in days, weeks or
Reality check #1: Recruiters are some of the busiest people on the planet. Good ones are also some of the hardest working 24X7 dedicated people you will ever meet. Many recruiters regularly work 12-hour days 6 days a week or more. Why? Again, because timing is everything on the candidate side as well as on the opportunity side, and time kills all deals. It is also a bandwidth issue in that - the faster a recruiter can fill a search - the more searches they can do in a year - the more income they generate from - clients - that pay them (i.e., not candidates) to conduct searches.
My phone rings at least once every 10 minutes. Many recruiters don't even answer the phone if it isn't a scheduled call. My executive assistant used to yell at me - "Stop answering your phone. Let me do that." Sounds kind of strange why an executive recruiter wouldn't answer their phone right? Well it isn't. Why? Because, they'd never get anything done, if they had a 15-minute conversation with every unsolicited candidate who called to discuss their job search campaign every 10 minutes. It is just an unfortunate reality that many unsolicited candidates never receive a return phone call or an email acknowledging a resume submission or attempt at communication with a recruiter. Don't take it personally.
Reality check #2: Most of us are busy right? Ever hear an executive complain about the number of voicemails they get, or the number of emails they receive? A recruiter's life revolves around the phone and email. I've never met an executive who really had to deal with the volume of voicemail and email recruiters have to deal with.
Want to increase your chances of connecting with a recruiter? Make it easy for them to communicate with you!
Send them an email; don't just leave them a voicemail. Why? Emails are infinitely easier to respond to than a voicemail. If a recruiter calls you, they risk that you might actually answer the phone - when the recruiter simply wants to respond with a quick message, and then the recruiter gets sucked into an unplanned - conversation.
I’m not saying don't call a recruiter. Most definitely have a 30-Second Elevator Pitch when you do. This way you can leave them a crisp voicemail as a back up to your email, and tell them you are doing so in the voicemail (don't forget to leave your email address as part of the message).
When you send an email, have the body of the email -briefly- (key word) state the purpose for reaching out to the recruiter and attach your -pin sharp- resume. Don't tell your life story in the body text of the email. Don't cut and paste your resume in
Is it hard to create a catalog?Do you think you can’t cope with your catalog print jobs? Well not anymore for there are different catalog printing services at hand. The printing services can be accessed without much effort for you can find them all online.But if you don’t have any clue on how to print catalogs and what kind of catalog should you produce, you can take a look at these basic rules in catalog design.Catalog design is the center of attraction in a catalog. In view of that it’s of the essence that you take time to think about all the elements that make up a good catalog design.Check out these helpful hints in designing a catalog:1. Make sure to place a best-selling product at the upper right section of the catalog. This is very important for the reason that customers easily see that section whenever they stare at the catalog. But also bear in mind that it’s not usually the strongest product that ate pleasing to th
Reality check #2: Most of us are busy right? Ever hear an executive complain about the number of voicemails they get, or the number of emails they receive? A recruiter's life revolves around the phone and email. I've never met an executive who really had to deal with the volume of voicemail and email recruiters have to deal with.
Want to increase your chances of connecting with a recruiter? Make it easy for them to communicate with you!
Send them an email; don't just leave them a voicemail. Why? Emails are infinitely easier to respond to than a voicemail. If a recruiter calls you, they risk that you might actually answer the phone - when the recruiter simply wants to respond with a quick message, and then the recruiter gets sucked into an unplanned - conversation.
I’m not saying don't call a recruiter. Most definitely have a 30-Second Elevator Pitch when you do. This way you can leave them a crisp voicemail as a back up to your email, and tell them you are doing so in the voicemail (don't forget to leave your email address as part of the message).
When you send an email, have the body of the email -briefly- (key word) state the purpose for reaching out to the recruiter and attach your -pin sharp- resume. Don't tell your life story in the body text of the email. Don't cut and paste your resume in
I encourage each of you beef cattle breeders to consider these four steps in your Beef Cattle Marketing program.BUILD THE RIGHT PRODUCT There is no question that the most important thing in seedstock marketing is to develop the right product. That product is cattle with the kind of genetics that satisfy customers, solve problems and make money. To do this a breeder not only needs good cattle, he must also define a primary market area and learn what the majority of potential customers within that area need and want. And this is not a one-time thing. Keeping up with customer demand is an ongoing proposition.GET THE RIGHT ATTITUDE Public relations is the next logical step in marketing. It can do things that are very difficult to accomplish with advertising. PR can personalize you and your business in a noncommercial way with someone else telling your story. Good PR involves knowing and gaining the respect of the leaders in your area who c
Send them an email; don't just leave them a voicemail. Why? Emails are infinitely easier to respond to than a voicemail. If a recruiter calls you, they risk that you might actually answer the phone - when the recruiter simply wants to respond with a quick message, and then the recruiter gets sucked into an unplanned - conversation.
I’m not saying don't call a recruiter. Most definitely have a 30-Second Elevator Pitch when you do. This way you can leave them a crisp voicemail as a back up to your email, and tell them you are doing so in the voicemail (don't forget to leave your email address as part of the message).
When you send an email, have the body of the email -briefly- (key word) state the purpose for reaching out to the recruiter and attach your -pin sharp- resume. Don't tell your life story in the body text of the email. Don't cut and paste your resume into the body text of the email. Don't give an -executive summary- in the body text of the email. Don't attach additional documents like bio's, PowerPoint presentations, articles, and other unsolicited information that a recruiter doesn't have the time to read. Attach your resume – period.
Here is where having a personal Internet presence can help you as well. State in your email, “In addition to my attached resume, if you’d like to know a little more about me just Google me.” That is an extremely powerful statement.
There is also -never- any reason to send a recruiter an email and not attach your resume if you aren't already in dialog.
Reality check #3: Recruiters can end up seeing hundreds of resumes a day. Did I mention your resume should be "pin sharp"? Did I mention you should always attach a resume even in a follow up email to an unresponsive recruiter? Even if a recruiter took the time to respond to your email or voicemail there is still a very good chance they have not actually seen/read let alone - saved - your resume.
When a recruiter does give you the time of day, take a second to acknowledge their busy reality, acknowledge the fact you are - ambushing them - with an unscheduled call if that's the case, and then get to the point. Give them your 30-Second Elevator Pitch. Don't tell them your life story. Ask them what if anything they'd like to know more. Ask them the best way and when to follow-up, or if they'd like to schedule some time.
The following is huge!
Ask the recruiter if they might benefit from being connected to any of your contacts based on the current search portfolio the recruiter is working on - even if you don't map into it. You are making a networking call when contacting a recruiter. What a concept - offering to help the recruiter. Ask the recruiter if they belong to any on-line networking platforms like Ecademy, LinkedIn, et al., and if they do offer to connect networks.
Realize there is a very slim chance the recruiter is currently working on a search you will map into and focus on extending a helping hand - and they will remember you. It is more likely you are in a position to help them with one of their searches based on who you know than they will be working on a project you map into. Did I mention this was a networking project? Remember this is all based on timing. They will hopefully remember you and reach out to you when they are working on an opportunity you might map into. Oh, and get this: they might actually know a hiring authority with a need you might fit - even though they have no association with the search. I've introduced many candidates to clients with needs I was aware of - even though there was nothing in it for me other than shear "good will".
If you approach recruiters this way there is a much greater chance they will call you when the timing is right.
Happy Networking,
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