1. Believe it or not, Recruiters WANT you to get the job! Most Recruiters, regardless of who or where they work, are paid on some kind of commission structure. This simply means that they earn a fee based on you make on the job that they placed you on. This DOES NOT come out of your pay but is added to the amount owed by the company that hired you. Why does this matter? It’s simple. First, because the fee is typically a % of your base salary, your Recruiter is going to try and get you the best pay rate possible, in essence the more you make, they more they make. With this in mind, always have the conversation with your Recruiter what you feel you are worth or what it is you are looking to get paid. The Recruiter can then try and negotiate on your behalf.
2. Recruiters will typically put the interests of the company first. While Recruiters do work with both candidates and companies to fill positions, the companies that seek out the Recruiters are, ultimately, the ones who foot the bill. What this means is that even though many Recruiters will agree that helping workers find their next job is the most rewarding part of their job, they have to focus on only presenting candidates who truly have a shot. As harsh as this sounds, it can work to your benefit. Recruiters will typically try and work with you to make you sound more appealing to Hiring Managers in order to get you hired for a job you feel you’re a fit. The key here is to listen!
3. Due to confidentiality agreements, Recruiters are not always able to divulge everything, especially early on in the process. Try not to get upset with a Recruiter if they are not able to provide all of the information regarding the company or position up front during the recruiting process. It is quite possible that the company in question has specifically asked this of the Recruiting team for one reason or another. In addition, when you’re told that you’re not a good fit for a position, simply ask if they can provide any constructive feedback as to why. Is the reason something in your control or is there something going on behind the scenes that truly does not have to do with your professional experience. Asking this question can help you better understand where to go next in your job search.
4. Recruiters may not know it all when it comes to the job in question. This can be especially true for positions that are extremely technical or specialized in nature. While Recruiters may become comfortable in using lingo in your industry, that doesn’t mean they know everything about everything. To feel more comfortable with the Recruiter you are working with, don’t be afraid to ask questions to gauge their knowledge of your field. The Recruiters that are doing this job for the right reasons will gladly answer your questions and if they are unsure of the answers will try and do more research to make sure you’re both on the same page.

Finding your next job or following a new career path is an extremely important stepping stone in anyone’s life and it shouldn’t be taken lightly. With that said, making sure that you and your Recruiter are in this together will make the task a lot less daunting, on both sides.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, and Trillium Technical. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2017 and 2018 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

Today, most in-person job fairs are far less successful than they were even just a few years ago. What candidates want to spend half a day getting ready, printing a resume, driving across town, waiting in line to speak with someone, only to turn around and drive back home? Only those who know there is a direct benefit to them and that they’ll have an increased chance of being hired for their dream job. So how do you make that happen? Just like this…

• Ditch the tombstone ads. If people aren’t looking for jobs in the newspaper, they certainly aren’t looking there for a job fair ad.
• SEO is your new best friend. Power pack your social media channels, blog, company site, and internal job board with SEO rich content for the event. Speaking of friends, have them “like”, share, and comment on your event.
• Clearly outline the benefits to attending. Will the hiring manager or decision maker be present? Are you offering on the spot interviews? Are you willing to schedule meetings ahead of time so candidates don’t have to wait in line? Can someone be hired “on the spot”? Give your audience a clear picture of what they can expect and a call to action.
• Have the right players present. Don’t send interns, assistants, or those who aren’t directly responsible for hiring for your positions. Why waste their time or yours? Candidates feel that they have a more direct avenue through emailing a resume than meeting with a non-decision maker in person. Show them that you value their time enough to show up.
• Make your process smooth and modern. Are you accepting paper resumes? Don’t be. Have candidates apply online ahead of time so that the time spent with you at the event is spent discussing their qualifications and goals instead of how to apply for the position. This also allows you to schedule appointments in advance, giving candidates a sense of purpose for attending.
• Follow up. Don’t return to the office and dive right into what you missed. Follow up with candidates first and schedule any second interviews necessary while the information is still fresh with you.
• Measure your return. If you find that you are only seeing a very small number of candidates at these events but the quality of candidate is high it may justify the efforts. If you have a large turn out but few qualified applicants, a job fair may not be your best recruiting avenue. Don’t be afraid to stop participating in job fairs that traditionally were a large part of your recruiting process, the job market has changed and it may be time for a change in recruiting strategies.

Each industry and set of positions has it’s own set of unique recruiting challenges. Certain skill sets just aren’t likely to engage in an in person job fair. For those technical and more professional candidates, consider hosting a virtual or online job fair. This will appeal to passive candidates who are in confidential job searches or unable to attend your event.

Want to learn more about how you can gain access to Trillium’s national network of top level talent?Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.