Cold calling is a powerful tool for recruiters, especially in economically challenging times. But if you want to maximize the benefits of your cold calls there are few techniques that may be worth trying:

1.     Research your cold calling prospects before you pick up the phone.  There is nothing worse than getting names and titles wrong unnecessarily. If you can, take the time to find the right name and title of the person you need to speak with.
2.     Follow a script.  Using a prepared script will help you jumpstart you conversation and avoid annoying prospects by failing to quickly get to the point of you call.
3.     Make sure you smile when you’re speaking.  Smiling will help you sound upbeat during your conversation with potential clients.
4.      If a prospect says they are busy and unable to talk at that moment, ask them when would be a good time to call again.
5.      Don’t be overbearing. If a potential client says they are not interested, thank them for their time and move on to the next call immediately.
6.      Leave a message. If you receive a voicemail, take the time to leave a message, you would be amazed to discover how often voicemail messages receive return calls.
7.      Make cold calling a habit. Set aside time every week to connect with new potential clients.

According to the U.S. Census Bureau, there are over 5 million women who temporarily leave their profession to become their family's primary caregiver.  But many of these women will reenter the workforce and when they do they need to prove to employers that they are just as sharp and up-to-date in their field as the next candidate.  Here are some tips on reentering the workforce after a stint as a stay-at-home mom:

1. Do not attempt to conceal your time away from traditional work.  Remember, today's background checks are thorough and any discrepancies will be uncovered.
2. Before reentering the workforce make sure that you do the things that will keep you up-to-date in the legal field. Attend classes, conferences, volunteer or even take a part-time or consulting job that's not too demanding on your time. Even if you're volunteering once a week or even once a month, that looks a lot better than a year or two away from practicing law.
3. Stay connected with colleagues so that you can remain informed about "insider" information regarding the legal industry or even specific firms. Take the time to do lunch a couple of times a month and check in on the latest happenings.
4. Continue to network and connect with new people in the legal industry.  Staying connected will show that you are making an effort to remain current and "workforce ready.

As the job market tightens and unemployment hovers over 10 percent, identity thieves are increasing targeting job seekers.  One of the most common job search scams involves sending an email to job seekers redirecting them to a website where identity thieves collect sensitive information such as the job seeker’s social security number, address, phone number and bank account information.  The thieves say that they need your social security number to conduct a job search and they need your bank account for direct deposit. Watch out! If you give them this information you could be their next identity theft victim.  Here’s what you need to know:

1.     Do not share your social security number with a potential employer too early in the process.  Generally speaking, most employers only ask for your social security number after they have interviewed you and when they are ready to make a job offer. Even if these online scammers say that they need your social security number for citizenship verification, identity, tax purposes etc., don’t reveal that information to them. 

2.      Do your research. Conduct a background check on potential employers before you fill out the application.  Don’t submit an application containing personal information for “anonymous” employers. Find out the name of the company and start with a simple Google search and search with the better business bureau in their area. What shows up? Are they legitimate? If you can’t verify their legitimacy, move on to the next employer.

3.     Don’t give out your bank account information to potential employers.  Some scammers will tell you that they need your bank account information for direct deposit and may even deposit a small amount of money into your account and then take it out for “verification” purposes. If you authorize them to do this, your bank account will be wiped out.

4.     Don’t consent to a background check before you have interviewed with an employer and they are considering you for the position. Once again, scammers will rely on the “background check” excuse to get your social security number. Remember, no legitimate employer needs to conduct a background check on you unless they are seriously considering you for the position.

CNN Money has a great article featuring the story of Kevin Nichols, a legal professional who got hired helping other job seekers find work and by thinking outside the box.  Nichols had worked as a paralegal for 11 years when he was laid off in July.  Although his job search initially produced dismal results he was not discouraged.

The article said:

“…Nichols devoted much of his time to networking, both in person and through sites like LinkedIn. He reached out to former colleagues and acquaintances and made new contacts. Though still out of work, he even started a San Francisco networking group near his home in Oakland to help others as well… And he takes pride in their successes. So far, three other members of the group Nichols started have also been hired.”

Nichols did eventually find work, not paralegal, but as a sales person for a company that sells software tools to litigators. Nichols used his legal experience and knowledge as leverage to secure a position that was not directly related to his previous work history. Not only does his new job match the salary he earned at his last job, with commission earnings he has the potential to make a lot more money. 

Despite Nichols’ job search success, his commitment to helping other job seekers hasn’t stopped. 

He offers these job search tips:

·       Face-to-face networking is a powerful tool. Don’t depend completely on online social networking. While online social networking can be used effectively to make connections, it is not a substitute for in face meetings.

·       Reach out to other job seekers.  Job seekers should not handle their search in a selfish manner. Be willing to pool resources with other job seekers and share valuable connections.

·       Network consistently. Networking is not something that should be done sporadically.  Networking should become a daily habit, complete with goals and tracking of progress.

(source: http://money.cnn.com/2009/11/11/news/economy/_networking/index.htm)

1.     Great recruiters take risks. If you want to move from one level to the next in your business, you must be willing to do things that may be a little off-beat or even dangerous.  Following the pack is not the trait of a leader, so take the time to chart your own unique course.

2.     Great recruiters adapt new technologies and processes to serve their needs. If you want to be a great recruiter, it’s important to embrace technology.  Think about what your needs are as a recruiter and make sure that you utilize technology that will help you improve the most critical areas of your business. Shy away from technology trends that won’t add value to your business.

3.      Great recruiters build powerful teams. Good recruiters build strong teams. Even if you are a recruiter going “solo” it’s important to realize that no one can succeed on their own.  Don’t make the mistake of attempting to be a “jack of all trades” in your business. Hire experts who can save you time and money. Accountants, attorneys and IT professionals are just a few of the experts you should have on your team.  Remember, smart recruiters hire those who know more than them.

4.     Great recruiters are knowledgeable about their industry.  It’s important that recruiters stay connected to the industries they serve.  Remaining aware of any changes in your industry will give you the edge on the competition.  Subscribe to industry publications and engage in regular conversation about the latest industry happenings.

5.     Great Recruiters have powerful social networks.  “It’s who you know, not what you know…” is more than a cliché.  If you want to succeed in this industry, creating and maintaining relationships with those who have influence and access is critical to your success.

When it comes to negotiating your salary during a recession, the possibility of losing out on a job opportunity because of failed salary negotiations is a legitimate concern for job seekers.  Let’s take a look at how job candidates can create win-win situations for both them and their future employer:

1. Before you arrive at the negotiating table know needs and wants. What is your minimum salary requirement? What is your wish list? How much are you willing to sacrifice in salary if offered other benefits?
2. Know the needs and wants of your employer. Are they extremely budget-conscious?  Are they looking for an employee who will stick with them for the long haul? Do they want someone with “extra” skills or experience but don’t want to pay the “extra” money?  Do they have other needs that they have not addressed? Do your research and find out how you will benefit this company in ways that may not be evident in the job description.
3. Know your value. This is not the time to be modest. Job candidates must understand their value and help the employer see how that value can be monetized for their business.
4. Determine in which areas an employer is most flexible.  Are they more willing to give you additional paid vacation time, work-at-home hours or pay extra on some other benefit? Once you determine the areas in which an employer is most flexible, begin asking for concessions on those areas first.
5. Always leave something on the table. Never leave an employer with the feeling that you are trying to “take them to the cleaners.”  Once your negotiations are complete you both should feel that you walked away with a good deal.

·       Let clients tell you how you’re doing.  Take time out at least once a year to find out what it is that you can do to improve your level of service. You may even want to create a survey that can be easily completed via email or online that allows your clients to offer their suggestions for improvement.

·       Become a source of valuable information for your clients.  Take the time to send articles, tips and even information on upcoming events that you believe will benefit them.  This doesn’t need to happen every day or every week; just a few times a year may be enough to add that extra value most clients appreciate.

·       Help your clients build their social networks. Do you know someone who could help your client?  Don’t hesitate to send an email. Sharing contacts that will help a client build their social network and their business can help you build a long-term relationship based on trust and reciprocity.

·       Reward your best clients. Do you have a client who has worked with you consistently over the years? It’s important that we don’t take any of our clients for granted; but especially those clients who recognize our value and exhibit loyalty.  Long-term clients should always be offered perks and benefits as a token of your appreciation.

Tax time is just around the corner. If you’re one of the many job seekers who have been unemployed for a at least 6 months you may be wondering if you will still need to file taxes in 2009.  The answer is yes. Even if you were unemployed in 2008, you may still owe taxes if you received any type of income in 2008.  For job seekers who received unemployment insurance benefits, the IRS will tax all of that income after the first $2400.  It’s not fair, but some job seekers find that they owe taxes even if they didn’t work a job. 

There are ways to reduce your tax liability. Under certain circumstances the IRS allows job seekers to write off expenses related to their job search including but not limited to photocopying, resume services, educational services, travel expenses, employment agency fees and postage costs. If you followed our tips from earlier this year, you have kept all of your receipts related to your job search and can calculate your job search expenses with the help of an account.  For first time job seekers, job seekers changing careers and those who took a long break between losing their last job and beginning a new job search these tax deductions are not available.

To find out more information about deducting job search expenses visit www.irs.gov and search for the IRS Publication 529, Miscellaneous Deductions.

With the adventof social networking sites such as Facebook, LinkedIn and Twitter, recruiters nowhave ample opportunity to connect with both potential clients and candidates.But because the use of social media for business and personal is stillrelatively new compared to more seasoned offline media, there are some groundrules that should be understood and followed before taking the leap.

Keep yourpersonal and business online activities separate.  One of the biggest mistakes that some recruiters make isallowing the commingling of their private and business lives online.  This can create confusion andembarrassing situations for recruiters trying to connect with new clients.  The last thing you want your client tofind is that YouTube video of you ranting about legislation, politicians oreven celebrities you oppose.  Therule of thumb is to keep private and controversial views offline. Suggestion:create an online account just for your family and friends and don’t allowstrangers to get access to it.

Write all ofyour online communication in standard English. Avoid using “internet speak” andmake sure you proofread all emails, comments and posts before hitting the sendbutton.  While the internet is muchmore forgiving when it comes to grammar and spelling errors online, potentialclients may not be so forgiving.

Avoid spam. Yes,persistence is important when pursuing potential clients; but there is a thinline between persistence and spam when it comes to sending emails to potentialclients or posting insistent blogs on a potential client’s blog or webpage. 

Surprisingly email is one of the biggest thieves of productivity. While electronic mail is probably one of the greatest inventions in this century this nifty tool it can also rob us of our productivity. How?

1. Checking email can take 30 minutes or more. Have you noticed that when you open your email you often spend more time checking mail than you originally intended?  I know I have.  One way to fix this is to limit how much time you spend checking email. Before you open your email account, decide in advance exactly how much time you will spend reading and responding to messages. That will force you to focus on only the important items.
2. Checking email too often. Email has an immediate feel to it, therefore many people feel that the must check and respond to each email they receive as soon as they get it. They also believe that they must check their email every few hours or ever few minutes if you have a Blackberry. These little interruptions eat up the time in your day.  Here's a suggestion: Check email once or twice a day and have an auto responder that says something like "I check email at 3:00pm everyday. If this is an emergency call me."

Having a professional and effective website is an integral part of creating your recruiter brand.  Here are some tips on how you can create a world-class recruiter website, even if you don't have the deep pockets of bigger recruitment firms.

1. Keep it simple.  Commit to having a clean, simple design that is easy to navigate. The simpler the design the cheaper it is to create and maintain.
2. Keep information on your website up-to-date. When candidates and clients see out of date materials on your website it sends the wrong message.  If you are not able to update your website on a regular basis, refrain from including dated information on the website's pages.
3. Include testimonials from clients and candidates. Make sure you get their permission before posting the testimonials on your website. Be sure to include names and website addresses which will give credibility to the testimonials.
4. Create a space for both clients and candidates. Candidates should be able to apply for positions and clients should be able to inquire about using your services through your website. 
5. Include accurate contact information on your website. Your contact information should include a phone number, email address and a postal address.
6. Keep it professional. Don't include personal information on your website. If you are maintaining a blog on your website refrain from posting personal information about yourself. Focus on business oriented blogs only.
   
7. Don't forget to mention how your services will benefit both candidates and clients. Both candidates and clients want to know what makes you different from other recruiters. Use your website to let them know how you're different and why they should choose you.

For recent law school graduates considering non-legal jobs, here are a few questions you should ask before you make the leap:

1.     Does this job offer an opportunity to network with others in the legal industry?  Sometimes non-legal jobs may offer recent law school graduates access to the company’s legal counsel or customers who may be attorneys. If so, this could be an opportunity to expand your social network.

2.     Does this job offer an opportunity to learn more about my specialty?  Sometimes taking a job that is not law related can offer you an opportunity to understand your area of the law in a broader sense. For example, working at a community center that serves the immigrant population may offer an opportunity to understand the challenges facing recent immigrants navigating the American legal and social landscape. For attorneys specializing in immigration law, this is an opportunity to gain valuable experience and knowledge that could give them a perspective other attorneys may not have. 

3.     Does this job offer me the opportunity to improve my negotiating, sales or other social skills?  A career in law requires a person who is skilled at resolving disputes, creating deals and using logic.  Any job that will help you significantly improve those skills may be worth taking.

1. They are not reasonable. The unreasonable client will post a job with a low salary and few benefits; but demand the "moon" out of potential candidates. Clients who aren't reasonable when it comes to candidate requirements are going to make your job as a recruiter nearly impossible.
2. They are not honest. Some clients will place job orders for jobs that really don't exist. These types of clients are tire-kickers who want to find out what's out there and will waste your time. If you have a client who has a habit of posting jobs and never hiring anyone, it may be a sign that they are not being honest with you and really don't want to hire, at least not using your services. Steer clear of these types of clients at all costs.
3. They are controlling. The controlling client will micro-manage every aspect of the recruiting process, even if they are clearly not knowledgeable about what it takes to find the right candidates.  Clients who are controlling will severely retard the recruiting process and may even impact your ability to service other clients.  Don't let controlling clients suck up all of your time and energy.
4. They demand discounts.  Last, but certainly not least, clients who demand deep discounts are obviously ignorant of the expertise and experience required for recruiting.  These clients are looking for "deals" but be assured they won't expect less than top-tier service from you. A matter of fact, price hagglers will demand VIP service. Three words--don't do it.

As strange as it may seem, the reality of today's tight job market is that more recruiters find themselves swimming through a sea of resumes from candidates are simply aren't the right fit for their client needs. Yes, there are more legal professionals on the job market; but the rules of snagging a quality job candidate hasn't change, a matter of fact in this environment playing by those rules may be a lot tougher. Here's what you should know:

1. Passive candidates are still king.  If a legal recruiter wants to increase his/her chances of connecting with quality candidates, keeping a hand in the passive candidate job pool is a wise strategy. Legal recruiters should work their passive candidate strategy while still vetting active candidates who respond to job ads.
2. Develop job ads that address the needs and wants of job candidates while highlighting the benefits of working with your client.  The best job candidates still have the "pick of the litter" and are looking for companies that fulfill their needs and help them meet their career goals. Make sure you're job ads are clear about how the employer will do that.
3. Identify and vet the best candidates first and quickly move them to the interviewing stage. The best job candidates are often not on the job market for extended periods of time because shrewd companies snap them up as quickly as possible. When you identify and vet a quality candidate do everything you can to get them hired with your client as quickly as possible. Time is of the essence.

• Time It. If you have a sneaky suspicion that simple tasks are taking you a little longer than necessary, then you may want to time yourself.  Finding out exactly how long a task takes will give you an opportunity to plan, organize and most importantly prioritize.
• Remove or decrease time spent on unimportant tasks.  Do you check your email every 30 minutes or every few hours? Stop that!  Hours spent checking email can become a huge timewaster. Pick one or two prescheduled times to check your email each day.  Give yourself a set amount of time to check your email and only focus on important tasks. Got spam? Ignore it. Spam along with newsletters and other internet junk can be read and/or dumped once a week or even once a month. When you check your email focus on job leads, recruiter/employer emails and other critical messages.
• Set aside a specific slot of time to do your job search each day.  Don't just say you're going to spend 4 hours working on your job search today. Get specific. For example, "I will work on my job search from 9am - 1:00pm." Don't forget to write it down.
• Do less, not more.  Many times job seekers mistakenly believe that doing more makes them productive. This is not always the case. Sometimes doing less, more effective tasks can make a bigger difference in your job search. For example, you may want to focus on the most viable job lead for the day, write the cover letter, tweak your resume and email/mail it to the employer or recruiter.  That's better than spreading yourself too thin trying to complete multiple tasks.

Many recruiters make the mistake of believing that there are no advantages to recruiting for small legal firms and organizations. The fact is that small legal firms and organizations offer many benefits for today's job seeker:

1. Small legal firms and organizations generally offer a more informal environment with less bureaucracy than their larger counterparts. When recruiting A-list talent, emphasize this benefit of working with a small legal firms or organizations to gain an advatage.
2. Small legal firms and organizations often offer a high level of job security.  Many employees working for small companies have remained there for as much as 10 or even 20 years. Since many of these small organizations offer a family-like feel, owners are reluctant to implement layoffs that may "separate" employees and reduce morale. At a time when job losses and off-shoring are at record highs, many job seekers are looking for job security. The possibility of increased job security could be an ace in the hole for recruiters targeting the most sought after candidates.
3. More opportunities for advancement. Not only do small legal firms and organizations often offer more opportunities for advancement, they often offer faster advancement than their larger counterparts. Top talent that is looking for an opportunity to move up the corporate ladder may be able to do so quickly working with a smaller organization.

Although there is no specific science to creating a powerful recruiting strategy, understanding your clients' business, goals and specific needs are integral to success.  Here are four questions you need to answer as you search for candidates that are the perfect match for your client's needs:

1. What are the company's overall business goals?  To discover this information, review the company's business plan and/or ask the client to summarize where they see their company going in the next five years. How does the client expect the position to impact those goals?

2. What are the internal and external factors that will impact the position you are recruiting for? Are there future plans to significantly change the scope or duties of the position? Maybe the client wants to give the person in the position more responsibilities, change locations or implement some other change that could significantly alter the position. At a time when there are a lot of changes afoot in corporate America, finding out about future changes is essential if you want to make the right match.

3. Which other parts of the business will this position impact the most? Sometimes when a client is recruiting for a position they fail to mention how the position will impact other aspects of their business.  Make sure you take the time to find out this information so that you can choose potential candidates who possess the skills to positively impact aspects of the business that may not be primary but are just as important.

More employers are stepping up the screening process for job candidates.  According to recent studies, nearly 80 percent of all employers conduct some type of background check, including criminal check, drug screening, credit check and even do internet searches to see what you're saying online.  What can you do to increase your chances of making it through your next background check? Here are some tips:

1. Check the public records and make sure that there is nothing posted that is damaging to your reputation or character.  There have been numerous cases of mistaken identity or simply a situation where a criminal or other unsavory person may share your name.  If you find errors, correct them immediately. The easiest way to check public records is to order a background check on yourself by using a website such as www.intelius.com.
2. Avoid discussing personal information during interviews such as a recent bankruptcy, your medical history, marriage issues or even how many children you have.
3. Check your credit. Are there errors? If so, correct them immediately. How about red flags such as judgments, charge offs, collections and tax liens?  Some employers may be turned off by lots of dings on your credit. Bad credit could be a sign that you are irresponsible or worse, untrustworthy. Try to clean up our credit as much as you can while you are conducting your job search to give yourself the best chance at beating out the competition.
4. Double check your internet postings -- Facebook, MySpace and even LinkedIn can leave tell-tale signs about you that you may not want employers to stumble upon. For example, if you have strongly held political views or posted a profanity laced rant online someplace, now is the time to clean it up. Most forums allow users to delete a post after writing it. If you have said unflattering things online, now may be the time to use that delete button.

1.     The ADA defines a person as having a disability if they have 1) a physical or mental impairment that substantially limits a major life activity, 2) has a record of a substantially limiting impairment, or 3) is perceived by an employer as having a substantially limiting impairment.

2.     It is unlawful for the recruiter to ask the job candidate if he/she is disabled, how severe that disability is or to require a medical examination before making a job offer.

3.     The recruiter is required to provide reasonable accommodations to the disabled job candidate. For example, if a job candidate is deaf you may need to provide an interpreter. However, the job candidate must make this request to you directly and must provide a reasonable amount of time for you to make the accommodations.

4.     The recruiter cannot prevent the disabled job candidate from applying for the job because of his/her disability.

A final word on interviews: Even if a recruiter is simply conducting a pre-screening interview with the job candidate before sending them to the employer, they need to use caution. Avoid asking questions such as:

How often did you take sick days at your former job?

Have you ever been injured on a job?

Are you taking any prescription medication?

Do you have a disability that would interfere with your ability to perform this job?

And finally, the really trick one: Do you have a disability that requires accommodations for the interview?

Recruiting is more than simply filing job orders; it is a business about building long-term relationships with talent and clients. This is why measuring the success of each job placement is important to your long-term success as a recruiter. After a candidate has been place with an employer, your job is not finished. Now it's time to measure the success of that placement. Here are thee questions you should ask:

1. How satisfied are you with the recruiting process?  This question can be asked of both the candidate and the client.  Listen closely to their answers and don't be shy about asking for details. Did the process take to long? Was it not clear enough?  The answers you receive will help you perfect your recruiting process.
2. How satisfied are you with your placement? This question can be asked after 30 day, 90 days and a year.  Did the client get what they expected?  Is the employer providing the opportunities and challenges the candidate craves?  The answers to these questions will help you determine how successful and accurate your placements are over the long-term.
3. How can I make the recruiting process more beneficial to you? This last question will offer an opportunity to receive useful suggestions that will help you serve your clients and candidates better in the future. Many times outsiders offer the best insight into how we can run our business more effectively.