What's the difference between 'recruiters' and 'headhunters'?

HALF THE BATTLE IS LEARNING THE LINGO

I'm a firm believer that an awful lot of business and job-related problems are caused by simple gaps in communication: One person is saying something, and the other person doesn't understand. Not because the second person is 'dumb', but because the first person is using a lexicon with which the second person is unfamiliar. If you haven't had to look for a job in 10, 20 or 30 years, you may find yourself in the same position: Lots of experience and skills, but an unfamiliarity with the lingo is making the process harder than it needs to be.

One of the most common questions I get asked is about the difference between a 'recruiter' and a 'headhunter'. So today we talk about whether there's a difference - and some of the common terminology used by recruiters to describe job-seekers.

What's the difference between a 'recruiter' and a 'headhunter'?

The short answer is: Nothing. The only reason anyone gets confused is that recruiters never use the word 'headhunter' to describe themselves, and among recruitment professionals it's considered a slightly derogatory term. (It's sort of like how real estate people always call themselves 'real estate salesperson' or 'realtor', but the rest of the world calls them 'real estate agents'.)

However, while all headhunters are recruiters, not all recruiters are headhunters. 'Headhunter' is a term generally used to describe agency recruiters, who typically work on commission or retained search on behalf of a client, and are the ones most likely to call you up at your current job to 'headhunt' you for another position. 'Recruiter', on the other hand, is used to describe anyone who recruits candidates. This includes headhunters, but also includes corporate recruiters who work within organizations, are less likely to 'headhunt' candidates, and who are more involved in recruitment strategy.

How do I go from being a 'job-seeker' to a 'candidate'?

Recruiters use the term 'candidate' to refer to any person who may be a potential applicant, interviewee, or hire. Like 'headhunter', the terms 'job-seeker' and 'job-hunter' aren't used by recruiters very often. Here are some of the common ways in which recruiters classify candidates:

Potential candidate:

This is any person who is part of the talent pool for a given role and/or meets the parameters (skills/experience/geographical location/education, etc.) for the role, whether or not they are interested in or have applied for the position.

For example, a job board may say it has "30,000 potential candidates" in accounting. What that means is that there are 30,000 people registered in their database who have indicated 'accounting' as part of their skills/experience, and who may be interested in an accounting job.

Passive candidate:

Passive candidates are people who aren't actively looking for a new job, but who may be interested in making a move if the right opportunity came along.

Among recruiters looking to fill intermediate and senior roles, passive candidates tend to be considered the most valuable, because they tend to be high-performing achievers who are too busy making a contribution to their current organization to become sufficiently dissatisfied to embark on an active job search.

Pre-screened candidate:

The process of going from '5000 applicants' to 'a shortlist of the top candidates' is referred to as the 'screening process'. Depending on the role and number of applicants, there may be several stages to the screening process, including a 'paper screen' (a review of all the resumes/applications, discarding any which are obviously unsuitable); a 'phone screen' (the recruiter makes a brief phone call to the candidates who passed the paper screen, and again discards any who are obviously unsuitable); a 'detailed phone screen' (a second phone call, longer and more detailed). At each screening stage, the candidate pool is whittled down.

A pre-screened candidate refers to an applicant who has passed one or more screening stages.

Submitted to client:

Once the screening process is complete, the recruiter will submit a shortlist of the top candidates to the client (i.e. the potential employer) so that they can select the ones they'd like to interview.

What that submission contains depends on the client: Some clients want to see a brief summary of 10+ different candidates; others want more detailed information on just the top 3 candidates. Depending on the relationship between the recruiter and his/her client, your name may be included with your profile, or it may be hidden. (This is why recruiters always ask you if you're working with another recruiter, and, if so, to whom that recruiter has already submitted your profile. Employers often engage more than one recruiting agency to fill a given role; when two or more recruiters submit the profile of the same candidate, it makes everyone - including you - look bad.)

To start looking for jobs, visit RetiredWorker.ca!

7 Cardinal Sins of Job Applications

Are you one of those people who finds themselves sending out 'hundreds' of resumes or job applications without getting a response, let alone a request for an interview?

While it's true that there are plenty of recruiters and employers who don't do a great job of acknowledging or responding to applicants, it's also true that a well-crafted, well-written, and well-targeted application will get a response at least 50% of the time.

Chances are, if you're sending out all kinds of applications and getting only a deafening silence in return, you're probably committing at least one of what I call the 7 Cardinal Sins of Job Applications.

These are:

Sending a blind email to a recruiting company that doesn't recruit for your profession.
Most recruiting companies have specialties: some recruit for accounting positions, some for hospitality positions, some for IT roles, and so on. If you want a job in hospitality, sending a resume (with or without a cover letter) to a recruiting company which specializes in recruiting for IT roles is a waste of time - it's going to go straight in the 'delete' file, because the person who receives it is going to know that (a) you didn't do your homework and (b) they can't help you anyway.

So instead of sending out resumes to every recruiting company you can find, just target the ones who specialize in what you want to do.

CCing a whole lot of people without hiding their names or email addresses.
No one likes to feel that they're just one of a zillion people to whom you sent a generic application - it's a good indication that, again, you haven't done your research and aren't targeting their specific opportunity or specialization.

And these days, people are pretty concerned about privacy - revealing everyone's email addresses to everyone else is a good way to either offend people or to indicate that you don't have good email etiquette. Neither of which is a good start to a potential job opportunity.

Sending your resume to 'info' @therecruitingcompany.com instead of to a real person or the 'proper' job application address.
Keep in mind that a generic 'info' address is probably just a huge dropbox of emails that may not be getting checked regularly. You'll stand a much better chance of getting a reply if you send your email to a specific person, with a specific salutation ("Dear Bob...") at the top, and a reference to why you're sending your email to them ("I saw your opportunity posted in X...").


Not visiting the website before you send your resume.
I don't get this one. Every single 'job search tips'-type list always says "Visit the company website before you send your application! You will learn valuable information which will will tell the recruiter/potential employer you care enough to do your homework!".

Is it that some candidates still feel that it's nothing but a numbers game - that if they just blast every recruiting company with random emails, they'll eventually hit employment gold? Because nothing could be further from the truth.

Sending a resume attachment without a covering email or explanation.
Recruiters and employers get hundreds of emails every day, and they don't have time to figure out who you are and exactly what you're after. If your email is nothing but an attachment - without a covering email or even a statement like "I'm responding to the advertisement for the role of X..." - the recipient may simply assume it's spam email and hit 'delete' immediately.


Including a sentence like "I've been looking for over 12 months but no one will hire me..." in your cover email.
Employers are looking for positive, enthusiastic, desirable employees. When you start your covering email with negativity, you aren't putting your best foot forward and you may just be raising negative questions in the mind of the employer ("Why doesn't anyone else want this person? What's wrong with them?").

We all know that job-seeking is tough and stressful, but when you're interacting with potential employers, keep it positive!

Attaching your resume in WordPerfect.

These days, most companies have online application systems that can only process PDF and Microsoft Word files (and usually specify them in the job ad). Attaching your resume in an outdated or unusual format only makes the recipient wonder if you have up-to-date computer skills, or whether you even properly read the job advertisement.

To start looking for jobs, visit RetiredWorker.ca!

Social Media 101 for 50+ Job-Seekers

Everyone's talking about social media.

Here's what you need to know.

If you've been paying attention to the business and high-tech news lately, you've probably seen a lot of references to 'social networking' (usually attached to a story like "Someone just paid eight zillion dollars for Acme, Inc., a popular social networking site...").

But what, exactly, is this thing called 'social networking'? And is it something you should care about?

Social networking - according to Wikipedia, which provides as good a description as any - is focused on "building online communities of people who share interests and/or activities, or who are interested in exploring the interests and activities of others." Some useful metaphors for social networking are parties (where you walk into a roomful of people, including both friends you know and new people you can meet and talk to); an office 'watercooler', where people congregate and share information and ideas; or even a tradeshow or conference, where lots of organizations have booths that you can browse to see what's new.

There are social networking sites which are primarily about connecting with friends, such as Facebook, social networking sites which are primarily about a particular interest, such as YouTube, where people share videos, and social networking sites which are geared more towards business networking, like LinkedIn.

(Together, these social networking sites are known as 'social media'.)

"But," many 50+ people say to me, "aren't these sites just for kids? There's no point to me being on these sites, is there?"

My response? Social networking is definitely relevant for people 50+! In fact, in many ways it's even more relevant for retirees - especially if they're looking for work - because it's a great way to build and maintain personal networks, even if you aren't going to work every day and interacting with co-workers.

The first rule when looking for a job is always: "Use your network." The more people who know you are looking for a job - heck, the more people who know you, period - the more likely it is that you'll hear about an opportunity. Social media allows you to stay top-of-mind with friends, family and colleagues.

On Facebook, for example, when you update your profile or add some information, everyone in your network sees that on their 'Newsfeed'. That makes them more likely to remember, "Oh yes, Bob might be interested in that job I heard about this morning..." More importantly, recruiters are increasingly using social networking sites to find candidates for jobs.

LinkedIn, which allows you to post detailed resumes, work histories, and even recommendations from bosses, co-workers, and employees, is now one of the first places recruiters look at when searching for a candidate with specific skills and experience. (Click HERE to check out my LinkedIn profile.)

Of course, for 50+ job-seekers, social media has another great benefit: when potential employers (or even just members of your personal network) see that you're participating, it goes a long way to dispelling the myth that 'older workers don't know computers'. By putting a link to your LinkedIn profile on your resume, for example, you're sending a powerful message to a potential employer: "I'm not only familiar with computers and the internet, I am just as up-to-speed as younger candidates." So, where do you start? Well, if you're primarily interested in keeping up with friends and family, and want to get the hang of social networking, I recommend starting with Facebook. It's fairly easy to set up your profile, and if you spend an hour or two just fiddling around, you'll find you'll get the hang of it.

If your priority is building your professional network, and you are fairly good with the internet, then try LinkedIn. It's more time-consuming to set up your profile (in fact, most people do it in stages).

TIP: Have your resume handy when you start to create your profile, so you can just copy and paste the information.

Do you need to be on Twitter?

Twitter is what they call a 'micro-blogging' platform: Users post 140-character status updates, and then follow other people's status updates (and hope people follow them, too). You can access Twitter from your computer, your phone or your iPad.

If your primary goal for using social media is to find a job, Twitter can be a useful way of tracking opportunities - there are plenty of companies which regularly tweet their hot jobs the moment they're posted. And there are thousands of recruiters, resume experts and career coaches on Twitter, many of whom have great tips and tricks for job seekers.

However, building your network on Twitter is time-consuming and requires constant care and attention. If you have only a limited amount of time to devote to social media for your job search, you're probably better off starting with LinkedIn and Facebook, and then going from there.

You can follow Retired Worker on Twitter here: @RetiredWorker1

Looking for job opportunities? Check out RetiredWorker.ca!

Is negativity killing your job search?

I can't even begin to tell you how many calls and emails I get from (frustrated) job-seekers which begin like this:

"Hi. You probably can't help me because I've looked everywhere and can't find anything. My husband/wife has been sick for 2 years and I wanted to retire but now I have to go back to work and I don't know what I'm going to do. No one wants older people like me any more and kids these days are taking all the jobs and everything needs computers and my son said he'd show me but it just seems too hard. Do you have anything I can do at home?"

Sigh.

Job-hunting is a lot like dating, or even just going to a party: No one wants to hang out with the Negative Nancy in the corner. So when your first approach to a potential employer or recruiter or even job board person like me is all about how awful your life is and how you feel powerless to help yourself, it's hard to generate a positive response - which of course just perpetuates the negative cycle.

Look, I know that job-hunting can be a daunting prospect, and that it's even more daunting when you haven't done it in a while and didn't expect to have to do it at age 63. And I know what it's like when life throws you an unpleasant curveball like a sick (or dying) family member and you're just trying to hold it together but don't really have a clue what you're going to do.

But when you're looking for a job, you have to at least look like you're confident, certain of success, and have everything going for you. If you need to vent about your frustrations, talk to friends, family members, even a journal - not to potential employers.

And when you start the conversation by saying "I've looked everywhere and can't find anything..." it immediately raises a red flag in the mind of the person on the other end, because they start imagining that you've sent out 500 resumes and had 100 interviews and no one else wants to hire you for any job. That may not be the truth - maybe you've only sent out a handful of resumes, or maybe you only started your job search a couple of weeks ago - so it sends the wrong message.

BONUS TIP: When you say that learning something basic like computer skills are "too hard", what potential employers hear is "I won't be able to learn new skills for a new job". And since 99.9% of jobs, regardless of role, industry or level, require learning new things, you're not setting yourself up for success. It's okay to admit you aren't (yet) a computer genius, but saying that you've been spending your spare time learning a new program will go a long way to making you look like a desirable potential hire.

BONUS BONUS TIP: If you have been looking for work for a while, and are feeling frustrated and a bit confused as to why you aren't getting more responses or interviews, it's okay to ask for help. Just be positive and specific about it: "I've been looking for a position as X for a couple of months now, and I don't seem to be getting very far in my search, even though I think I'm pretty well qualified and have some experience. Do you have any tips for me?"

You may not get the magic answer you're looking for, but at least you'll have a positive interaction and maybe further your networking efforts!

Bridging the Generation Gap

According to survey results released by Randstad USA (a temp staffing firm), the big obstacle in bridging the generation gap in the workplace is simply that 20-something workers rarely 'chat' to their colleagues aged 50+.

Fully 66% of older workers report little to no interaction with their younger co-workers.

What I find kind of funny about this is that when Reuters ran an article about the findings - based on a survey of 3500 workers from various generations - they fell back on the usual stereotypes of how Gen Ys and Baby Boomers 'don't understand each other', and how Gen Ys think older workers are out of touch or too conservative in their thinking, etc.

But I think that there are two very simple reasons why there isn't much interaction:

(1) The average 20-something and the average 50-something are at such different life stages that they don't really have a whole lot to 'chat' about - the 25-year-old is thinking about Saturday night and new apartments and Facebook, while the 55-year-old is thinking about kids going to university and redoing the roof at the cottage. There isn't a whole lot of natural intersection there.

(2) It's more than likely that the baby-boomer is in 'management', while the Gen Yer is a 'junior'. How much 'chatting' are you going to do with your boss? Or your subordinate?

There's no question that diverse workplaces, in which different teams of people - from different age groups, races, religions, creeds, etc. - are brought together to work on projects is a good thing. Working in diverse teams encourages communication, and, perhaps more importantly, provides opportunities for 'chatting'. But I have to say that I am getting a little exasperated with people drawing spurious conclusions from these studies, without applying a bit of commonsense logic to them.

To start looking for jobs, visit RetiredWorker.ca!

How Swiffer teaches us that 60 is the new 45

Thanks to social media and other online content channels, every day brings us yet another self-appointed 'guru' of something willing to say almost anything to get themselves some media attention.

One of the more recent pronouncements to come across my desk was some supposed marketing genius who claimed that people's brand loyalties were set in stone by the time they were 36. (This article explains why older people are less likely to switch brands, but I can't find the link to the guy who condemned those of us over 37 to a life with no new products, unfortunately.)

In other words, if you were a loyal Tide detergent user in your early 30s, you are never going to use anything but Tide for the rest of your life, regardless of what miracle product Proctor & Gamble came up with 10 years from now.

Ha! If this were true, everyone over 60 would still be wearing Daniel Hechter huge navy-blue blazers with gold buttons and enormous shoulder pads, since that's what was in fashion when they were 36. Not to mention no one over 55 would be using cellphones, computers, shopping at Restoration Hardware or eating President's Choice hors d'oeuvres - all of which became popular less than 20 years ago.

I'm perfectly willing to admit that the average 20-something is probably more inclined to make 'impulse' purchases of new 'stuff', or, in the course of growing up and establishing his/her own household, trying new products that they didn't grow up with.

But at the same time, the 50+ demographic controls almost 70% of the wealth in the country, and more than 65% of the disposable income. 50+ people buy more new cars, more vacations, and dine out more than any other consumer group.

It might surprise you to know that in Canada, baby boomers spend more than $35 billion every year - more than any other demographic group.

So the next time you're feeling old, or feeling like an old fuddy-duddy who has gotten old-fashioned and out of date, take a look around: look at your computer (which you're using right now and, statistically speaking, probably bought in the past 3 years), your cellphone, or the Swiffer in your broom closet (Swiffers were only invented 10 years ago) - you're younger than you think!

Over 50 and looking for a job? Don't forget to check out RetiredWorker.ca!

Dear Sarah: Can I work with more than one recruiter at a time?

When you're ready to start looking for a job, visit RetiredWorker.ca and check out our job postings!

Recruiters often tell you that you should only work with one recruiter - them. Is that true?

Well...

Some recruiters will tell you that unless you (as a job-seeker) work exclusively with them, they won't represent you or present you to clients.

Here's why: Good recruiters will tell you when they're submitting your profile to a client; the best recruiters will ask your permission in advance. But the not-so-great recruiters just submit lots of candidates to lots of clients and hope that something sticks.

At the same time, many clients will engage several recruiting agencies to fill a given role, so they're getting candidates submitted to them from multiple sources.

That means that your profile could currently be in front of a whole bunch of clients, and the new recruiter doesn't want to look like an idiot by submitting a profile of a candidate that their client saw 2 weeks ago from some other recruiter.

Going to 8 zillion different recruiters increases the chance of your profile being submitted to a particular client, and after a while it's not just the recruiter who looks like an idiot: Once a client has been given your profile from 4+ different recruiters over a couple of months, they start to wonder just how desperate/unemployable you really are.

However, putting all your eggs in one basket with one recruiter isn't wise, either, especially if you don't know how successful/connected that recruiter is in your field.

Some guidelines for working with more than one recruiter:

1. Be honest and up-front. If you're already working with a couple of recruiters, let the new recruiter know. If you know you've been submitted to an opportunity, tell them about it.
   
   
2. Depending on your career stage and profession, you probably shouldn't work with more than 5 recruiters at a time. (If you're quite junior and trying to get a foot in the door, it's probably okay to talk to a whole bunch of recruiters; if you're more senior and working in a field where 'word gets around', you probably shouldn't work with more than 2 or 3 recruiters at a time.)
   
   
3. A recruiter who refuses to work with you because you've spoken to another recruiter either thinks you're not a particularly good candidate ("I can't trust this
   person to tell me about the other positions s/he has been submitted to") or doesn't do his/her homework ("I just submit all my candidates to all kinds of clients - I can't be bothered to call you to double-check to see if you've already been submitted").
   
   Either way, s/he probably isn't the best recruiter for you, anyway, so don't feel too badly about walking away.
   
   (NB: There are exceptions to this, especially in industries in which the talent pool is very small and where there may be only a handful of qualified candidates for a given role. In these situations it's appropriate to work with a single recruiter.)
   


4. Try to build long-term relationships with a couple of recruiters who specialize in recruiting people in your field. A recruiter who's known you for 5+ years is more likely to 'sell you' into a potential employer than someone you just met yesterday.

If you're just getting back into the workforce or job market after being out of it for a while, it's often worth it to meet with several recruiters - you'll get lots of good advice, and you'll make valuable contacts. Just remember that playing both ends against the middle isn't a good long-term strategy.