I’ve been fortunate to deal with some great recruiters, both as a client and as a candidate.  And I’ve been unfortunate, on occasion, to have run across some who clearly should have pursued careers in trench digging, coal shoveling, grape stomping or other fields requiring aptitude in wielding a blunt instrument.  The lack of functional expertise, responsive service, and simple finesse in professional staffing is sometimes laughable, and not in a funny ha-ha way.

True story:  A recruiter, who maintained he “knew marketing up one side and down the other,” asked if I had experience in preparing advertising and brochures, promotional materials and the like.  I said I’d developed numerous integrated campaigns with advertising and collateral.  He replied, “Collateral is fine, but what about brochures and promotional materials?” He wanted me to drop everything and immediately re-write my resume, which I did, and then he didn’t follow up for weeks, even after repeated phone calls and emails.  When he finally called, he said he’d never presented me to the client, and commented snidely, “you’re not a good fit but do you know anybody else who is?”  The problem wasn’t that he’d decided not to present me — my issue was that he refused to explain why, that he took so long to do it, and that his attitude reflected the clear assumption that he held the more important position in our relationship.  I was disappointed — but more importantly, I was unimpressed and vowed never to work with the guy in the future.So here are just a few basic tips I think could potentially be valuable for both recruiters and candidates as we all navigate the (hopefully) soon-to-come swell in recovery-related hiring:

 Know the WorkCandidates should know something about the client’s business, even if industry experience isn’t required. Recruiters should know something about the actual responsibilities – don’t just take the client’s job spec and dump it into your template. Ask questions until you get what’s really required.

Follow Up ProperlyThis is so simple, but it’s amazing how many candidates can’t find the right balance between staying top of mind versus being a stalker.  Recruiters should tell candidates when they expect to present to/hear from the client. If the recruiter doesn’t discuss a follow up plan, candidates should simply ask “how/when may I re-connect with you on this? Both clients and candidates should return phone calls promptly; it’s basic courtesy.

Respect the ConnectionThe best recruiters and candidates know that establishing a strong relationship is key to years of future success for both. If you’re a recruiter, try to remember that candidates (especially those who are in transition) are not commodities – they’re flesh-and-blood humans whose lives may well depend upon your engagement; if you’re a candidate, remember that your recruiter works for his/her client, not for you, and has to pay attention to the buttered side of the bread.  If you can unite — finding that middle ground of mutual respect — you can cement those relationships effectively and enjoy many successful placements as a result.

Monica Levy blogs about the good, bad and ugly in marketing and communications at http://www.monicaonmarketing.blogspot.com.  You can follow her on twitter at http://twitter.com/mjlevy.

Take the red pill.

In fact, take it now before you really need it.  That’s the lesson I’ve learned about networking.

In The Matrix, our hero is given a choice: take a blue pill and continue on with his life or take the red pill and see life as it really is.  Of course, he takes the red pill (wouldn’t be much of a movie if he didn’t), the veil is lifted and he becomes aware of things that were always there but never seen.

Lately I’ve begun to build on my own network of friends and professional colleagues, coaxing it to take form, and develop.  Actually, I’m helping it grow.  The network was always there; I just never saw it.  Then I took the red pill.

It was April 2006 when I was first asked to join a friend’s network through LinkedIn.  Sounded like fun and a good way to stay in touch with people.  But I rarely looked at it.  The next request came in October 2007.  I was flattered someone would ask me to join a network and, yeah, I felt hip.

But it wasn’t until this past February that I began to build my network in earnest.  I had to; my role had been eliminated and along with so many others folks I was in the market for a new position.

As so many at Paladin attest, you’ve got to get out and network.  This may seem rather obvious but it isn’t something all of us do when we’re employed.  Of course, some roles – from sales to marketing to politics – require networking and maintaining relationships to achieve their goals.  Networking within the organization was key to my last role.

Many job descriptions, however, do not ask you to stay in touch with people who don’t directly affect you or your work.

Because so many people are new to this networking gig, it seemed like a good idea to ask some friends from my network what they have learned along the way.   This list is by no means comprehensive, but it is road tested:

• Get out of the house – My friend Buzz put it as a simple, Nike-esque rule: “You just gotta be out there!  Go out and go to things anytime you can.”

It’s okay, everybody’s doing it.  And by “it,” I mean looking for work.  Here’s the yin and the yang of it: We all know that this isn’t the best time in the history of humankind to be looking for work.  On the other hand, the stigma of being out of work isn’t what it used to be, not when so many people are in the same position.  There’s no shame in being unemployed but somehow it seems a little easier to say “I’m in transition” when the headlines are always talking about yet another round of lay offs.  Just ask all of those former headline writers.

• Don’t be so shy – Of course, once you’re out of the house you’ve got to meet people.  “People want to help,” as my friend Katherine put it, but don’t make it difficult for them.  Give them your personal marketing plan or your newly updated resume to review.  Suggest meeting for coffee so there’s an understanding that the meeting doesn’t have to last for hours.  (And note that just because you say “Let’s meet for coffee” doesn’t mean you need to drink coffee at every meeting – especially if you have several lined up in one day.  Trust me on this one.)

Job seekers and their friends might want to read this article in The New York Times that provides some suggestions for how to give and receive help.  “The most important corollary to this rule,” Katherine points out, “is to thank people for their time and respect their schedules.”

• Be prepared – It’s not just for Boy Scouts anymore.  “Never show up unprepared even for a quick networking meeting,” said Katherine.  “You have to do your research in advance, or you waste people’s time.”  This means knowing about your contact’s business and providing something for them to use (which can be as simple as meaningful article referrals, for example, suggests Leslie).

• Back to basics – It’s all about the prompt follow-up and the personalized, hand-written thank you notes.  Making sure to write down unique reminder information on business cards. (“No,” says Leslie, “you won’t remember who all those folks are when you’re sitting in front of your computer doing the follow-up.”)

• Don’t just do something, stand there – “A lot of people don’t know how to listen,” says Buzz.  It’s not that you just sit back and watch the show.  “If you ask somebody for help, shut up and listen!  Don’t ask for advice and then overwhelm someone with your expertise!”

Here’s a surprise: You’ve already started.  As I mentioned earlier, my network was always there.  Sure, it was a little fallow and needed some tending and weeding.  But at the risk of taking this gardening metaphor too far, let’s just say you’ve bought the land already; employed or not, you need to start tilling the soil.

At a meeting of job seekers I attended, one participant put the benefits of networking this way: “I’ve lived in Chicago for 20 years.  Now it seems like a small town.”

Take the red pill.

Contributed by: Frank McGee
Business writer, trainer, coach

I recently participated in a panel at the School of the Art Institute of Chicago to offer insights and advice to upcoming graduates preparing to enter the job market.  As a former creative freelancer turned recruiter, I can relate to candidate’s uncertainties and expectations of working with staffing agencies. When meeting with talent, I always try to clarify how the relationship between talent and agency works. Here are six lessons I learned when I went behind the scenes of the staffing industry. My hope is to help you understand the process and build a productive partnership with a staffing agency.

1. Staffing agencies are driven by their client’s needs. Registering with an agency and meeting with a recruiter does not mean you can sit back and wait for your phone to ring. Recruiters want to know the best talent out there so they can make great matches for their clients. Making a perfect match for you might not happen the week after you meet with a recruiter – it could take weeks or even months.

2. Staffing agencies are working with thousands of candidates. Top creative staffing agencies have been around for close to 20 years. Their pool of talent is deep and wide and new candidates are registering with them every week. Competition is tough. Keep your profile current in their online database. Be sure you are easy to contact and that your resume and portfolio are ready to go.

3. Don’t respond to jobs you are not qualified for. You may have 75% of the experience the job requires, so you send your resume off and hope for a shot. Unfortunately, this often has a negative effect on the recruiter who is sorting through responses. Make sure you’re 100% qualified and respond to jobs you fully understand. Good recruiters have their client’s best interest at heart and will not submit candidates who are less than 100% qualified.

4. Candidates who follow directions are considered. Plain and simple.
Make sure to read and understand what is being requested of you in the job posting. Respond and deliver in as clear and concise a manner as possible. If you leave out information, you’ll get left out of the next steps.

5. Staffing agencies are a great resource for you, but they are only one of your resources. Be sure you are networking, keeping up with trends, participating in professional memberships, blogs, and online communities to ensure you hear about the right opportunity at the right time.

6. Gone are the days of working up the ladder. Be flexible and open to both pay and skill set. Someone who is available and ready work keeps the doors open. The assignment may not be your dream job, but the company and culture may be a fit with other opportunities down the road.

In today’s market it is tough enough to find a job opening, much less secure your place as the client’s number one choice. Old habits of passive interviewing do not work. You have to make yourself stand out from the crowd.

Here are some key points to set yourself apart from the crowd-

*Dress to Impress-
Always dress appropriately for the position you are interviewing for, as well as for the person you are meeting. Some jobs are more casual in the work culture than others. Don’t assume to know without first asking around. It is better to over dress than under dress for an appointment. You can come across as unconcerned or even dowdy if you dress too casual. Most Human Resource contacts watch professional appearance as a first level of screening. ALWAYS dress professionally for a senior-level hiring manager. In most advertising and communications environments business/casual is the best attire. Client side interviews should always be business attire in a first meeting.

*Research the Company History-
Find out as much as possible before your meeting with the prospective employer. Things such as key clients, current employee contacts, financials, their competition, and the reason for the opening show your level of interest as well as prepare you for what kinds of questions may be addressed in a meeting. The web is a great tool for investigating a potential employer as well as industry magazines that may features the company’s success stories. Network with people who know about the employer. Many bad hire stories can be prevented by knowing more about the company before you walk through their doors!

*Position Your Strengths to match their needs-
Make sure that the key traits they are looking for in this position are highlighted in your resume and when you speak in your interviews. Don’t assume that they see the same things that you do. It is your role in communicating to the interviewer why you are the BEST person for the job. Don’t overstate your capabilities or try to say you’re a quick study. Employers want people who have all of the skills they are looking for in a job opening. They do not want to train someone.

*Show poise and confidence in your face to face meetings-
Keep eye contact with your interviewer. Sit up straight and as comfortable as possible. Don’t cross your arms or legs into a closed position. Closed body positions come across as protective and not open to sharing. Speak with a clear definitive voice. Answer questions succinctly and honestly. If the answer is “you don’t know”, say so.

*Express genuine interest without sounding desperate-
Remember the name of your interviewer and refer to it during your discussions. Confirm you are excited about the opportunity without throwing yourself at him/her. Employers know that the market is saturated with candidates looking for a job. They can be picky, but ideally want to fill the job as soon as possible. If you are comfortable, they will likely be comfortable around you.

*Send a follow up note and manage next steps-
Always conclude an interview by thanking the person for the invitation to meet with him/her, even if you think it is going bad. It is also VERY important to send a thank you note via email or mail the very next day. Unless told to call the next day, you should give the interviewer time to reflect on your meeting by comparing you to the other candidates. Typically it is appropriate to follow up 2 to 3 days after a meeting by telephone, unless a specific date is specified. Be sure to ask the interviewer BEFORE you leave the meeting; “What are the next steps?”
When you are competing (and Yes, this is a competition) for a job, you must be specific and make sure you are creating a positive memory for a potential employer. Some candidates focus on personal charm and name dropping to let the client know more about his/her work history. Others go above and beyond the interview requirements by creating a full-blown presentation of their skills and highlights with multimedia CDs or self-promotion packets. It truly depends on the job and the company if these methods work, but they certainly can’t hurt.

Confidence, poise, intelligence, personality, and a good work ethic will always prevail.