Getting the interview is the first step to landing the job.  But unfortunately, some interview challenged job candidates falter under the spotlight.  Below are a few tips on how job candidates can go from interview challenged to interview experts:

1.      Watch the best interviewees.  Take the time to look at quality talk shows such as Larry King Live to see how the most experienced interviewees handle questions and fully engage their interviewer. 

2.      Practice answering the most difficult interview questions.  The internet is filled with various lists of challenging interview questions.  You may even want to work with a friend to help you with this process.  But choose a friend who is willing to give you honest feedback about your responses.

3.      Record yourself answering interview questions.  Check for body language, intonation and clarity of your responses when viewing the video.  Do you seem relaxed, confident and authentic?  Ask a friend for their feedback, especially if you’re too self-critical.

4.      Create a few “canned” responses that you can reference when responding to questions.  Sometimes interviewees become nervous and fumble over questions because they’re really not prepared.  By creating canned responses, job candidates are better able to remain calm and confident no matter what type of question is thrown their way. It’s important to note that any canned response can be edited down or expanded right on the spot. 

When making recommendations to clients creating their recruiting strategy, some recruiters consider pre-employment assessment tools.  But are these assessment tools useful in every firm and for every type of job?  Below are a few questions recruiters should ask their client if they are considering assessments:

• How structured are your interviews?  If the employer does not ask standardized questions during their interviews which are specifically designed to assess job related issues, they may need pre-employment assessments.  Pre-employment assessments provide a standardized way to predict future job performance that is non-discriminatory.  If an employer's hiring practices are audited, pre-employment assessments offer concrete proof that they are using assessment tools that require all candidates to meet the same standards.
• Do you anticipate that a lot of job candidates will apply for future job openings?  For employers who receive a high volume of resumes, pre-employment assessments provide an automated and fair way to cull those who are clearly not qualified. Pre-employment assessment tools can also help an employer identify those who are the most skilled, making the recruiter's job much easier in the long-run. Once again, these assessment tools are objective so they guarantee that all candidates are assessed using the same standard.
• Are you experiencing a high attrition rate?  If the employer is experiencing a high attrition rate and can identify the reason, they can use pre-employment assessments to lower that rate.  For example, if new hires are consistently quitting because they are lacking a certain skill, then the employer can use an assessment tool which tests for that particular skill.      

Job seeker flexibility is important in a tight job market; but how flexible should you be?  One of the biggest career decisions a job seeker will make is whether or not to take a step down in their next position.  Because “step down” jobs can harm a job seeker’s future employment prospects, they should not be taken without carefully weighing the consequences. Let’s take a look at a few questions a job seeker should ask themselves before taking a job which is significantly beneath their previous types of employment:

How Bad Is Your Financial Situation?

If you’re unable to pay your basic living expenses, then it may be necessary to take whatever job you can get. However, any job seeker taking an emergency job should have an exit plan.  Remember, don’t stop sending resumes and going to interviews even after you’ve accepted the “step down” job.

How Does The “Step Down” Job Benefit You In The Long-Term?

The short-term benefit of taking a job beneath your skills and experience is obvious – the ability to get income right away.  However, the job should also offer some longer term benefits especially if you plan to remain there for a year or longer. Will the job teach you a new skill?  Will it offer you experience in a field of interest to you?  Whatever the benefits are, take note and be sure to exploit those benefits once you’re hired.

Is The “Step Down” Job Costing You Money?

One of the negatives of taking a job beneath your skills and experience is that it can end up costing you financially.  Ask yourself the following questions:  How much will it cost to commute?  Will the job’s salary cover the cost of child care?  Will you earn enough to save and invest in retirement? Does the job require travel or further training but fails to offer reimbursement?

Successful job seekers understand the importance of mindset when searching for employment.  A beneficial mindset can set into motion events which open doors while a non-beneficial mindset prevents a job seeker from seeing opportunities right in front of them.  Below are a few tips on shifting your paradigm so that you maintain a mindset of success in your job search:

Self-Perception

How a job seeker views themselves is critical in projecting the right amount of confidence when going on interviews or networking. While it’s understandable that remaining unemployed for extended periods of time can erode self-confidence, job seekers must work on reminding themselves of their professional value.

Passion

Doing what you love is important in creating the right mindset. Job seekers who are looking for jobs which they truly enjoy communicate that enthusiasm to employers and recruiters.  This is why it’s so important that job seekers pursue only those jobs which they really want. 

Fight Helplessness

The belief that you have no power over your circumstances is self-defeating.  Successful job seekers understand that they have the power to make changes in their life and they act on that power.  We’re not just talking about “positive thinking” we’re talking about positive action.  If job seekers want to increase their chances of finding employment quickly, they must take actions that get them closer to their goal. 

Successful job seekers understand the importance of mindset when searching for employment.  A beneficial mindset can set into motion events which open doors while a non-beneficial mindset prevents a job seeker from seeing opportunities right in front of them.  Below are a few tips on shifting your paradigm so that you maintain a mindset of success in your job search:

Self-Perception

How a job seeker views themselves is critical in projecting the right amount of confidence when going on interviews or networking. While it’s understandable that remaining unemployed for extended periods of time can erode self-confidence, job seekers must work on reminding themselves of their professional value.

Passion

Doing what you love is important in creating the right mindset. Job seekers who are looking for jobs which they truly enjoy communicate that enthusiasm to employers and recruiters.  This is why it’s so important that job seekers pursue only those jobs which they really want. 

Fight Helplessness

The belief that you have no power over your circumstances is self-defeating.  Successful job seekers understand that they have the power to make changes in their life and they act on that power.  We’re not just talking about “positive thinking” we’re talking about positive action.  If job seekers want to increase their chances of finding employment quickly, they must take actions that get them closer to their goal.

For independent recruiters, creating an expertly vetted client list is critical to long-term success.  Pre-qualifying clients before significant time and energy is spent on them will impact the recruiter’s bottom-line. Below are a few things recruiters should do before they commit to pursuing a potential client:

1. Make sure the potential client understands that they need your recruiting services. Have they worked with recruiters in the past? What is their reputation? If they have a history of failing to compensate independent recruiters then it’s probably best to steer clear of them.
2. Once you determine that the potential client knows that they need your services, ask yourself if you are capable of providing the service in a way that your competitors cannot.  Is there a particular recruiting solution in which you excel?  In other words, how do you stand out from other recruiters who might pursue the same client?
3. Try to determine if the client is in a strong financial position.  If they just acquired several large cases the chances of them hiring new people might be high. On the other hand, if they are closing offices or rolling back services, it’s unlikely that they’re in the market for recruiting new employees. 
4. Take the time to get the inside scoop on the company’s recruiting needs.  What are some of their challenges? Are they looking for the type of job candidates that are hard to find? Do you have access to job candidates with skills which are sought after by the potential client?  Oftentimes you can get this type of inside information at networking and industry events.  No need to interrogate company insiders, gentle conversations about their recruiting efforts can often yield a flood of information. 

Most recruiters naturally measure progress by the results the get from any given action. They often measure how many interviews they got or how many new hires they received in a month.  However, this is not enough if you want to figure out which activities get you the best results.  Below are a few tips on how recruiters can effectively measure the quality of each activity they're engaged in each month:

1. Try to figure out how many calls you must make in order to get a job order. If a recruiter is not targeting the right companies they might find that they need to make more calls than if they took the time to pre-qualify clients.
2. Measure how many resumes you must send out before a client will agree to an interview. If a recruiter finds that they consistently need to send out an excessive amount of resumes, they may need to change their approach to understanding client job orders.
3. Measure how many candidates you need to send out on average before you can get a client to hire someone. Once again, if this number is high you may need to make sure that you understand what the client really wants.  You may also consider speaking with the client about what they think interviewees are missing.
4. What about referrals?  How many referrals do you get that actually result in a send out and/or a hire?  Referrals can create a steady stream of highly qualified passive candidates if done correctly.  Recruiters should make it habit of asking job candidates for referrals.
5. How effective are your marketing methods?  How many contacts with employers transform into opportunities to recruit for job orders?  How many networking events do you attend before meeting high quality job candidates that your clients might actually want to hire?
6. If you're offering holistic recruiting solutions to clients, measure how many meetings you need to have before you can create a workable recruiting strategy.

Once you have measured all of your activities, look for ways to cut the fat.  Are certain activities more productive than others? Don't make any assumptions.  For example, while some recruiters may find that phone meetings take up less time and are more effective, other recruiters might discover that face-to-face meetings with clients give them the highest ROI for their time and energy. Make sure you customize your activities so that they produce the best results for your situation.

Working as an independent recruiter is both challenging and exciting; but like any business the odds of failure are high.  Below are some of the core reasons independent recruiters fail and a few tips on how to avoid their mistakes:

Lack Of Desire

We often talk about the importance of assessing your true desires and motivations for doing something; but when it comes to independent recruiting this personal assessment is doubly important.  Those who want something bad enough will have the grit to persist even in the face of great difficulty.  They will also be willing to invest in their development more than those who just have a lukewarm like for what they’re doing.  If you discover that you have a strong desire to work in the recruiting industry then you will increase your chances of success.

Lack Of Capital

It really does take money to make money and if you don’t have enough cash to keep your independent recruiting company going in hard times you could face failure in short order.  Each independent recruiter should make sure they lower debt and expenses while shoring up their cash reserves so that they can weather any financial troubles that come their way.

Lack Of Perspective

Independent recruiters must always keep an eye on the numbers, the current industry and future trends if they want to remain viable and competitive.  Change is a constant in any industry but especially so in recruiting.  Being aware and prepared for these inevitable changes will decrease your chances of failure in this business. 

Everyone knows that recruiting the best job candidates requires delivering some very valuable quality of employment characteristics.  This knowledge can lead to employers making claims that they can’t deliver on once they hire the job candidate.  The failure to deliver on quality of employment promises not only damages the company brand, it can damage the reputation of the recruiter.  So how can the recruiter make sure that they only make claims the employer can deliver?  Below are a few tips:

• Promote easily verifiable facts about the employer’s workplace qualities.  Things like health benefits, generous retirement packages and the willingness to pay for an employee’s training are easily verified.  
• Do an internet search to discover what others are saying about the employer.  The internet provides an open forum for satisfied and dissatisfied employees alike to express their thoughts about a company.  As a recruiter, it’s a good idea to at least take a cursory glance at what others are saying about the company online because quality job candidates will probably see these comments.  But don’t rely totally on internet comments when trying to judge if a company will really deliver on more intangible promises such as being a place that encourages innovation, also check with peers and former employees to get their opinion.
• Focus on the good.  Because no company can deliver on all the workplace qualities that job candidates look for, you will need to focus on only those qualities that exist in the company.  For example, if a company delivers on their promise of strong benefits, promotions and annual bonuses but fail to provide a work/life balance, then focus on the good.  You might say, “XYZ company rewards a strong work ethic with generous annual bonuses…”

Long-term unemployment can have a negative impact on a job candidate’s career and self-esteem.  A constant stream of failed interviews and unanswered job applications can leave a job seeker’s sense of self-confidence battered.  If a job seeker isn’t careful they can find themselves feeling depressed and unable to do the basic tasks associated with finding a new job.  So how does a job seeker overcome job search related depression?  Below are a few tips:

1. Reframe your thinking.  While many of the positive thinking clichés can make long-term job seekers want to tear their hair out, many of them contain a foundation of truth.  What you think about really does grow.  So instead of focusing on what’s wrong with a job search, focus on what’s working and try to nurture that.  For example, if in-person networking produces promising leads then focus your energy on that.  If a certain job board site doesn’t produce results stop focusing your attention on it and invest only in those things that work.
2. Know your worth.  Job seekers need to uncouple their job search from their self-esteem. If an employer chooses to not hire you this does not mean that you are somehow unworthy.  Oftentimes a hiring decision comes down to dollars and cents or personality fit.  Don’t let someone else’s decision to not hire you impact how you view yourself.
3. Take a break.  While it is natural to feel a sense of urgency when searching for employment it is important to include time for rest and relaxation.  Working constantly can not only exhaust you, it can reduce your productivity and ability to think clearly. 

Long-term unemployment can have a negative impact on a job candidate’s career and self-esteem.  A constant stream of failed interviews and unanswered job applications can leave a job seeker’s sense of self-confidence battered.  If a job seeker isn’t careful they can find themselves feeling depressed and unable to do the basic tasks associated with finding a new job.  So how does a job seeker overcome job search related depression?  Below are a few tips:

1. Reframe your thinking.  While many of the positive thinking clichés can make long-term job seekers want to tear their hair out, many of them contain a foundation of truth.  What you think about really does grow.  So instead of focusing on what’s wrong with a job search, focus on what’s working and try to nurture that.  For example, if in-person networking produces promising leads then focus your energy on that.  If a certain job board site doesn’t produce results stop focusing your attention on it and invest only in those things that work.
2. Know your worth.  Job seekers need to uncouple their job search from their self-esteem. If an employer chooses to not hire you this does not mean that you are somehow unworthy.  Oftentimes a hiring decision comes down to dollars and cents or personality fit.  Don’t let someone else’s decision to not hire you impact how you view yourself.
3. Take a break.  While it is natural to feel a sense of urgency when searching for employment it is important to include time for rest and relaxation.  Working constantly can not only exhaust you, it can reduce your productivity and ability to think clearly. 

In the ideal interview, the interviewer is polite, prepared and ready to ask the right questions.  However, since we don’t live in the perfect world, many interviewees will have the unfortunate experience of a soured interview or hostile interviewer at least once in their career.  So what can an interviewee do if their interviewer is rude?  Below are a few tips:

1. Let calm prevail.  It is normal to become defensive if you feel under attack especially during an interview.  If an interviewer suddenly becomes rude do not allow your emotions to take over. Try to keep an emotional distance from the situation. If you do become emotional, take deep breaths and don’t feel pressured to fill the silence with talk because you may end up sounding unnerved or upset.
2. Keep perspective.  It is only an interview and the other person is only a human being.  With that in mind, consider that this person may not realize that they are coming off as rude and they may have their own personal stresses which are causing their behavior. Also, remind yourself why you are there in the first place—you want the job.
3. Address the issue.  If the interviewer’s hostility is obvious, gently address the issue.  Consider saying, “I’m sorry did I do something wrong?”  “Is everything okay?” If the interviewer admits to there being a personal problem, politely ask them if they want to reschedule the interview. 
4. Clarify the issue.  In most cases, the hostility of a rude interviewer is a lot more subtle. If you suspect there is hostility in an interviewer’s questions take the time to clarify.  For example, you might say “I think you’re asking….Am I understanding that right?”  Sometimes what may be perceived as hostility is simply a misunderstanding and/or a difference in communication style.

For recruiters still recovering from the recession, international search opportunities can seem like goldmines.  But despite the profit potential in international searches, recruiters still need to follow some basic guidelines to protect themselves.

1.      Never put all your “eggs in one basket.”  International searches are time consuming and could demand a large chunk of your energy; however, you should never put all of your search efforts into one international client unless there is money already committed by the client.  Many international search opportunities which seem initially promising can fall apart at any time before money is exchanged.

2.      Get everything in writing and make sure you have a sizable deposit from the client before you begin working on their job orders. It’s a lot more difficult to collect delinquent payments from an international client than a local one.

3.      Examine the deal.  International search is time consuming and requires odd work hours due to time zone differences.  Make sure you charge a premium on these types of searches according to the difficulty of the search.

4.      Find out which country’s laws will be binding if there is a dispute over the contract or payment.  Some countries have legal systems which are considerably less favorable to foreigners in business, so check the laws and reputation of the client’s country before taking the job order.

5.      Understand the culture.  For example, does the client’s country require that employees who quit given considerable notice? In some parts of the world, an employee must give two months notice. Find out any laws and customs that could impact your search and prepare for them.

Omitting a job from a resume is common for many job seekers.  Many do it because the job is not relevant to their current field or because the job was part-time or temporary.  However, since most employers do background checks which can reveal all past employment, job omissions can come back to haunt the job candidate.  Below are a few things job candidates should consider before omitting any job from their resume:

Will The Job Show Up In A Background Check?

Since most employers conduct background checks on potential new hires, failing to include a job on your resume can make you appear dishonest.  If the employer finds that you omitted a job (or several jobs) during the background check, they may hesitate to hire you.

Will An Omission Leave A Work History Gap?

If you worked at a job for more than a few months, let’s say a year or more, omitting it can leave a large work history gap on your resume.  It’s likely that the employer will question this work history gap.  Consider creating an “other experience” section on your resume to list unrelated work history. For example, if you took several temp jobs while you were unemployed for a year, listing that work in a separate section can help explain gaps.

Does The Omitted Employer Have Good Or Bad Things To Say?

If you’re omitting a job from your resume because you know the employer is a negative reference, you might consider strategies for combating the negative reference.  If you worked for the employer a few years ago, then it’s not so much a problem.  However, if the job was recent, omitting if from your resume may not protect you from a bad reference. In that case, you might consider tactfully mentioning why the former employer was not a good match. Whatever you do, try to give it a positive spin and avoid bad mouthing the former employer. 

Whether you’ve experienced an absence from the workforce due to unemployment, starting a family or caring for a relative, overcoming bias is a challenge.  Below are a few tips on how you can reenter the workforce in the most effective and expeditious manner;

1.      Update your skills immediately.  Don’t wait until after beginning your job search to update your skills. If you know you plan to reenter the workforce, begin taking a class, volunteering or getting a contract job while you’re still unemployed.  Employers want to see that your skills and experience aren’t outdated.

2.      Tweak your resume format but address work history gaps.  While it’s okay to use a functional resume format to emphasize your work experience, it’s not okay to hide any work history gap especially if it’s a year or longer.  Instead, give a simple and undramatic explanation for any gaps in employment. But use caution when divulging private information. It’s okay to say, “I was pursuing another degree,” if you were taking courses while unemployed. But saying “I was extremely ill,” is probably not a good idea if you were facing health challenges.  Instead you might say, “I took a work hiatus to get some necessary rest and relaxation.” 

3.      Research how the job market and industry has changed since you were last employed.  If you have colleagues working at the types of firms you’re interested in, ask them about the work environment and the expectations employers have for new hires.

Including a cover letter with your resume is important for any job seeker hoping to catch the attention of an employer or recruiter.  But there are different approaches to creating a cover letter depending on the audience.  Let's take a look at two types of cover letters:

Responding To A Job Posting

If job seeker is creating a cover letter in response to a posted job opportunity, then they should focus on the following:

• Addressing the cover letter specifically to the person who posted the job ad.  This person is usually the hiring manager or an in-house recruiter.  If you're not certain who the cover letter should be addressed to, call the employer and try to get a name.
• Include keywords and employer requirements in the body of the cover letter.  This is where customizing your cover letter is important. For example, if a job ad emphasized the importance of having corporate contract experience, then be sure to highlight your experience as a contract attorney.  Try not to repeat what's in your resume, instead offer further insight into your work history.

Marketing To Recruiters

If a job seeker is marketing themselves to a recruiter they should create their cover letter using the following tips:

• Keep it short.  Recruiters don’t have much time on their hands so they won't commit to reading long cover letters.  One or two paragraphs highlighting the skills you know the recruiter is looking for will suffice.
• Do your homework.  Focus on recruiters who specialize in your field and feel free to send a cover letter to those located outside of your city or state.  Many recruiters operate nationally.
• Use keywords and phrases that will catch the attention of the recruiter. But make sure you give concrete examples of why you are a marketable job candidate.

Many firms are using indirect interview questions so that they can delve into the psychology of the job candidate.  Hiring managers understand that job candidates prep for interviews and they will often say whatever they need to say to get hired.  Because of this, employers are now using questions which require more genuine responses.  Let’s take a look at a few:

 If you had the opportunity to change any career decisions you’ve made in your life so far, what would changes would you make?

This question is designed to find out if the job candidate regrets some aspects of their career.  For example, are you now having second thoughts about your chosen field?  Job candidates should genuinely reflect on what changes they would make and share those desired changes with the interviewer ONLY if they do not indicate that they’re going to leave the job in a few years.  For example, DON’T say, “I really wish I had studied medicine” when you’re applying for a job as an attorney.  On the other hand, if you are changing specialization, such as switching from litigation to family law, you might say, “I really wish I had made the switch to family law earlier.”

Where do you see your career in the next five years?

The interviewer is asking this question because they want to know if the possibility of you remaining with the firm is high or low.  Don’t just say, “I plan on working with your firm in five years.” That answer is too obvious.  Instead, you may want to say something along the lines of “I plan on working with a firm that has (list the qualities that you value which are also valued by the firm).”  You might also mention a position to which you’re seeking promotion.  For example, “I plan to be on the fast track to becoming a junior partner at a law firm which (insert values and characteristics that the firm has).”

Describe your ideal job.

Once again don’t just say, “Well this job is ideal.”  That answer is just too obvious. Instead, talk about the values and experiences you want in a job.  For example, “My ideal job is one that offers ample opportunity for new experiences, training and the ability to work independently.”

Even if an employer has an in-house recruiting team, there are times when they need to look outside of their firm to meet their sourcing needs.  That’s when the skills, expertise and reach of a third-party recruiter becomes important.  Below are some of the qualities employers look for in third-party recruiters:

1. Years of experience in recruiting.  Employers want to work with third-party recruiters who have a significant number of years experience in their field.  They want to feel confident that the recruiter won’t be learning on their job if they give them the job order.
2. Commitment to the recruiting industry.  Employers want to know that the third-party recruiter they hire is going to be around in the long-term.  Companies avoid “fly-by-night” recruiters who are simply dabbling in recruiting while doing other things because they want long-term relationships they can tap when filling future employment needs.
3. Wide reach and contacts.  When employers search for job candidates, they are often looking nationally and need recruiters who have the capability to attract people from all over the country.  While having strong local network of job candidates is important it is not enough in our global economy.
4. Understanding of the employer’s industry. Now more than ever, employers are looking for third-party recruiters who have an intimate understanding of their specialized industry.  Independent recruiters who have worked in the company’s industry in the past might receive preference over those who have not. 

As stated very concisely by my colleague, Carey Bertolet, in Part I of this series, when we meet lawyers who have risen through the ranks to Partner, General Counsel, Chief Legal Officer, or other C-Suite roles, we always try to understand what strategies they've employed throughout the course of their careers to get them to that pinnacle of success.  Last week we profiled one of the most common threads, namely "flexibility on relocation."  (See Part I of this blog dated January 25, 2012).  Today, we profile a second thread -- flexibility on compensation.  Some of the most successful candidates today handle the topic of compensation with careful aplomb, and that has made all the difference to their future success.

Let's begin with the basics.  What did compensation discussions represent yesterday?  How does that differ from today?  Two or three years ago, compensation was a topic which came up at the end of the interview process.  It was the last hurdle to cross before the drafting of the offer letter.  However, anybody who still believes that compensation should be addressed at the end of the job hunt is fooling themselves-- and just made a very costly mistake.  Today, compensation is one of the first topics addressed.  If it is not addressed by your recruiter, it will be addressed by the corporation with whom you are interviewing before you even walk in the door.  In fact, they will ask you this question the second you submit your resume. 

Most applicants become unnerved by this employer action considering it either "untimely" or "inappropriate."  In the past, that might have been the case.  Because we are now in an ever-uncertain economy, however, compensation discussions are addressed at the get go.  In fact, they are often used as a vetting tool.  If you name a dollar figure that is too high, they likely won't call you in for the interview.  Is this a bad thing?  No.  It's reality.  Corporations, just like law firms, have a budget.  Right now, those budgets are tight, and employers want to hire talent -- but only talent that they can afford and talent for whom they have adequately budgeted.  The most successful candidates know this, and they come prepared to answer that question.  The most inappropriate answer is to give a point blank number with no flexibility.  The second most inappropriate answer is to say:  "We can talk about that later when it's more appropriate."  Both responses will score you zero points, and the latter statement may actually come across as condescending to some employers.  Successful candidates know this fact.  So, what do they do?  They come prepared with a response, but first they undertake some personal diligence. 

Whether you’re a new independent recruiter or you have been in the business for years, the decision to hire an assistant is the first big step to possibly improving your productivity.  However, a recruiter must be certain that hiring an assistant will really benefit their business financially.  How does a recruiter make the choice? Let’s take a look at a few questions a recruiter should ask before hiring an assistant:

1. Do you really need an assistant?  Sometimes a recruiter may think they need an extra hand when in reality they only need to manage their time more effectively.  Before scouting for an assistant, take the time to do an inventory of what you’re most important tasks are and how effectively you use your time to complete those tasks.
2. Are you missing out on opportunity because you’re engaged in too much busy work?  If you find that your hours are filled and you can fit another thing in, then ask yourself if you are missing out on opportunity because you’re too busy. Working with an assistant can free up more time for you to focus on revenue generating aspects of your business.
3. Can you really afford an assistant? If you’re hiring someone to work on-site there is the expense of a salary, equipment and possible taxes and benefits.  While there is the option of hiring a virtual assistant, you still need to account for the assistant’s hourly wage and how long each task will take.  Some virtual assistants even require that you have a minimum amount of hours you must purchase.  Ask yourself if you will use the extra time to earn more money than you’re giving the assistant. 

Effectively participating in career fairs takes more than just showing up.  Job seekers who maximize the benefits of career fair events combine certain planning activities and strategies.  Let’s take a look at a few tips:

Before The Career Fair

1. Research.  Find out which employers are attending, whether you want to work with them and whether or not they are hiring. Don’t assume that a company attending a career fair is ready to hire immediately, that’s not necessarily the case.
2. Make a list and don’t spread yourself too thin.  Choose a few companies to target and prioritize them with your favorite picks on top.  Once again, do your research on these companies. Are they financially sound? Are they looking for someone like you? Are they hiring now?
3. Create your strategy.  Your strategy will depend on the structure on the career fair and the amount of time you’re willing to invest in it.  Can you schedule interviews with companies in advance?  How much time do you want to commit to working the career fair booths? 

During The Career Fair

1. Starting with your priority companies begin rubbing shoulders with representatives.  Have questions already formulated; but don’t interrogate anyone. Try to keep the conversation natural and mutually enjoyable.
2. Don’t overstay your welcome. If an employer or recruiter is sending the signal that they are not interested or busy, don’t linger.
3. Be prepared. Have copies of your resume and business cards available for those who request it.

After The Career Fair

Follow-up is key to career fair success.  It’s not likely you will receive a job offer on the spot (sometimes it does happen) so you need to follow-up with contacts and interviewers. 

When searching for employment, job candidates should consider whether their work style is a good match for the firm.  Below are a few questions job candidates should ask about work style before they go on an interview:

1.      What is the company’s work/life balance policy?  While a great number of law firms expect their attorneys to work until the job is done even if that means long hours and weekends, there is a growing number of companies which take a more balanced approach.  The job candidate should consider their own values first when determining if a firm’s work/life policy is a good fit. Ask yourself:  Do you want more time with family? Do you have an active life outside of work?  How often do you spend working weekends voluntarily?

2.      Does the firm micro-manage?  While some attorneys enjoy receiving detailed directions, others prefer more leeway in deciding how they will approach their work.  Which one are you and which style does the firm primarily use?  If you prefer to make the majority of the decisions about your work then you probably don’t want to work with a firm that insists on an “our way or the highway” work policy.

3.      Is the firm a company of “teams” or “lone wolves”?  Most law firms have some level of collaboration when it comes to getting work done; but this level can vary from one company to the next.  Job candidates need to first determine if they prefer to work alone or in groups when deciding which type of firm is best suited for their work style.

Creating a top notch recruiting strategy is a prerequisite to attracting top performers and to get extraordinary results a recruiter must be willing to do what others aren’t willing or able to do.  But the task of creating a winning strategy requires an understanding of some basic principles of the business.  Let’s take a look at a few:

1. Recruiting is a never-ending series of battles over talent.  The best recruiters understand and respond to the fact that they are in competition with others over a limited pool of valuable job candidates.
2. Every job candidate recruited must have a positive impact on a business’ bottom-line. When a firm is looking for talent they are looking for someone who will help make their business more profitable.  When choosing candidates recruiters must ask themselves, “How will this job candidate improve the firm’s financial standing?”
3. Technology is useful in helping a recruiter build long-term relationships with potential job candidates.  Any recruiting CRM software or technology that fails to aid in building a long-term relationship with job candidates is not worth having.
4. Building a relationship with top performers BEFORE you need them for a job order is critical if you want to be competitive in the recruiting industry.
5. Poaching top performers from companies in transition is not only acceptable; but a smart recruiting strategy.  Companies experiencing mergers, bankruptcy, layoffs and changes in leadership are prime locations for finding and recruiting top performers. 
6. Change is the only constant in the recruiting industry, what worked yesterday may not work today.  This is why recruiters must consistently measure the results of each recruiting tactic.