Author: Priscilla Poirier

Listen more, talk less. There are many times when I have witnessed this business becoming more about the recruiter and their needs and less about the candidate and what’s best for them. More recruiters should listen to their candidates and, instead of just trying to make submissions, try to understand what they’re really looking for. If submitting them for a job takes too much convincing, it’s probably not the right role for them!

Job postings are not your only option. Quite the contrary, actually. While they do generate a large number of applications, the quality of qualified leads and real candidates is up for debate.

No one wants to get fired, but it happens – to a lot of people, all the time, and for a variety of reasons. Whether you did something that violated the company’s code of conduct, are not fitting in with the culture, you got downsized, or it was simply a numbers game, the best thing you can do is focus on the future. Regardless of the reason, you can’t change the fact that you were fired, and you need to move on.

While job fairs do serve their purpose, many question whether or not it’s worth the time and effort. The truth is that it depends – and it really comes down to how much effort you are willing to put in and the objectives of the companies at the job fair. Some job fairs can be a complete waste of time, while others could help you connect with the right people to find the job you are seeking.

With 70% of employers spending less than 5 minutes reviewing your resume, and with 48% spending less than two minutes, you MUST ensure your resume is accurate, mistake free, and offers something that intrigues recruiters and hiring managers.

Social media has become an essential recruiting tool, and LinkedIn is leading the way. 94% of recruiters use LinkedIn to find potential candidates and seek out recruiting opportunities, and about three quarters of recruiters plan to invest more into social recruiting in the coming years.