How to Work with a Recruiter

Posted on by February 25, 2013

Clinical RecruitmentIf you choose to work with recruiters during your job search, it is important to understand the recruiting specialist’s role. Please note that we understand there are many BAD recruiters out there and while we are expecting you to have a basic understanding of the difference between a good and bad recruiter, let me take a brief moment to highlight some key characteristics of a quality recruiter.

A good recruiter is after only two things:

  1. building quality relationships with quality candidates
  2. building quality relationships with quality Hiring Managers who work for great companies.

A good recruiter will not work with poorly qualified or unprofessional candidates.  Nor will a good recruiter work with poorly managed companies or unprofessional Hiring Managers.

Additionally, good recruiters will only send your resume to Hiring Managers when you have given your permission for them to do so.  They will not only give you details about the job, but will educate you on the company’s culture, the hiring team members’ personality and background, and provide other important information making you a more competitive candidate.  A great recruiter will prep you for interviews, coach you on what your compensation package should be, and help you tailor your resume / cover letter.  You should hand select your recruiters just like you hand select your jobs!

The job of a quality recruiter is to fill open positions as quickly, effectively and efficiently as possible.

You should understand the relationship between quality recruiters and Hiring Managers is a strong one, and therefore a recruiter can be your best advocate when you are seeking a new position.

You should also understand recruiters often they have thousands of candidates to consider for a single position.

When initially contacted by a recruiter, it is essential for you to make a good impression. Quality recruiters are very particular about the candidates they refer to their clients; therefore, if a recruiter doesn’t feel confident in your professionalism and skills, or otherwise feels your credentials are not marketable, your name and resume will be placed in the “no” pile.  At this point the recruiter will simply move onto the next potential candidate.

We recommend when you are speaking with a recruiter, act as if you are speaking directly with the hiring manager. If you schedule a time to interview with your recruiter, make sure you are in a quiet place and prepared for the interview. Driving down the road, watching a baseball game on TV, and grocery shopping are not appropriate places to be during the time of your scheduled interview.

Working with a recruiter during your job search could be very beneficial to you when searching for a new position. If you do choose to work with a quality recruiter, make sure you treat the recruiter well.  A quality recruiter can be your best advocate and will help you gracefully navigate your job search.

Co-Written by Katie Fidler and Angela Roberts

Investing in a Lifetime of Success,

Angela Roberts
www.craresources.com
Facebook

Are you considering a career change? We specialize in clinical recruiting! You can sign up for our Job Seeker email course which provides valuable insight into how to become more competitive in the marketplace.

How the Job Search Has Changed

Posted on by February 25, 2013

Clinical RecruitmentThe job search process, along with everything else it seems, has undergone an enormous amount of change in the last ten years. The growing reliance on the Internet, the growth and expansion of mobile technology, and increased communication channels have changed the workforce in significant ways. This can be disconcerting for someone who is entering the job search realm after several years of being out of it. Being aware of the changes that have significantly impacted the job search is half the battle in maintaining relevancy in the job market.

  • Fewer jobs mean more competition. Is it no secret that the current economic recession has really cut down on the number of available jobs. Before the collapse of the housing market, there were approximately 1.8 people per one job opening; now, there are 4.2 people per one job opening. This means that the “burden of proof” lies with the candidate; that is, it is now up to you to prove to the hiring manager why you are the best candidate for the position and how you can contribute to the company.
  • The passive job search is a thing of the past. Fifteen, twenty years ago, it was not uncommon for professionals between jobs (and even while employed) to be recruited and wooed by companies and hiring managers. This is not the case today. Being proactive is essential when trying to find a new job, and you must take the necessary steps to get your resume in front of hiring managers. Job posting sites like Monster and CareerBuilder have simplified this process by giving users the option to upload their resume to the site so it can be submitted to a company in response to their job posting with a single click of the mouse.
  • Social Media is no longer “just an option.” With the recent trend of downsizing, human resources departments are usually the first department cut, leaving less people to do the same amount of work. Social media provides an easy and efficient way for hiring managers and HR personnel to scan through and evaluate candidates and some of their qualities. It is not as simple as creating a Facebook page, however. Make sure your social media presence mirrors your professionalism so that if hiring managers find your page, they won’t be unimpressed. LinkedIn is perhaps the best social media/job search/professional networking tool available. It allows you to list all of your current and past jobs, detail your experiences and special projects, and highlight the most impressive parts of your resume. Some job seekers have gone as far as creating a personal website to showcase and publish their work e.g. graphic designers create websites to showcase their talents, public speakers establish video channels to provide potential employers with examples of their work.
  • Networking is more important now than ever. You’ve probably heard the phrase “it’s not what you know, but who you know” – this has never been more true. With the decreasing number of available positions and the increasing number of people looking to fill those positions, knowing someone in the industry or in the company will ensure that your resume gets in front of the right people. Join professional groups, participate in online discussions and forums, and attend social gatherings to meet new professionals and get your name out there. LinkedIn has hundreds of professional groups that make getting connected in the industry easier than ever.

The changing job market is no reason to lose your relevance. Most of the changes, especially the ones concerning the growth of the Internet and social media, have made it easier than ever for job seekers to find and apply to open positions. Making sure you are aware of the ways in which the job search process has changed will enable you to make the necessary changes to stay fresh in the job market.

Written by Katie Fidler

Investing in a Lifetime of Success,

Angela Roberts
www.craresources.com
Facebook

Are you considering a career change? We specialize in clinical recruiting! You can sign up for our Job Seeker email course which provides valuable insight into how to become more competitive in the marketplace.

How to Ask for a Raise

Posted on by February 25, 2013

Clinical RecruitmentAsking for a raise is not as easy as running into your manager at the water cooler and mentioning that you’d like to be paid more for the work you do.  Choosing the right time and being prepared can make all the difference when asking your boss for a pay raise.

Preparing to ask for a raise starts long before you feel you deserve one. As a course of professional growth, ask your supervisor what the criteria is for advancement and the things he believes would warrant a promotion or pay increase.  When it is time to ask for that raise, you will have something tangible to reference.

Know the market value of your job. Network with your peers at other companies or use salary comparison websites to get a feel for the average salary of people in your position.  For assistance in benchmarking the compensation range for your job, check out our article titled What should your Compensation Requirements be?

Acknowledge your training and experience. Any training you’ve received as an employee and the experience you’ve gained while working at the company add value.

Consider what approach to use with your boss. Is he the kind of person that will be impressed by an aggressive sales presentation highlighting your desirable attributes and contributions? Or would he be most affected by a relaxed data-driven presentation?

Timing is key. Asking for a raise right after you complete a big project or right after you’ve decided to take on more responsibilities will seem more justified than if business has been slow and you’ve had a lot of free time around the office. You must also consider your timing regarding the company. Have there been layoffs in the past few months? Are you aware of any cuts in the budget recently? These might be indicators that the company is not unwilling, but unable to give you a raise.

Don’t spring this on your manager. Take the professional route and set up a meeting. This shows not only professional courtesy but will allow you a few days to prepare yourself.

Don’t wait until your evaluation. While this might seem like seem like your best opportunity, most companies actually decide what they are going pay their employees before they enter into evaluations with them.

Have a number in mind. Before the meeting, factor in competitors’ salaries and your own experience and attributes to arrive at a specific amount you think you should be paid. Don’t make your manager guess what you want to be paid. Being forthcoming with show you are confident you believe you deserve this raise.

If you are turned down, ask your manager what areas of your work performance you would need to improve in order to obtain a raise. Asking for a raise can be an intimidating experience, but that shouldn’t shake you from going after what you want and deserve. Being prepared and planning ahead can put you in a great position to ask and receive that raise your company has been putting off.

Written by Katie Fidler

Investing in a Lifetime of Success,

Angela Roberts
www.craresources.com
Facebook

Are you considering a career change? We specialize in clinical recruiting! You can sign up for our Job Seeker email course which provides valuable insight into how to become more competitive in the marketplace.

Benefits of Holding a CRA Certification

Posted on by February 25, 2013

Clinical RecruitmentWhile holding a certification in the clinical research field is not required for most positions, it has been our experience candidates who have earned certain certifications find it of enormous benefit.

As you likely know, a certification is simply a formal recognition of your job skills, experience, and performance, and will validate your knowledge and skills to other professionals. Currently, there are over 25,000 certified CRAs in the United States.

You might be wondering, “If a certification is not required, why should I bother with it?”

Here are a few benefits to being a certified clinical research professional:

According to the Association of Clinical Research Professionals, “evidence has indicated that that regulators believe certification reduces risk to research subjects” and it is widely believed that “there are fewer errors, lower costs, more rapid turnaround, and greater safety in clinical trials when certified professionals are involved.” Long story short, being certified will give hiring managers more confidence in your abilities.

For CROs, holding a certification will increase your company’s marketability.

A certification will make you more competitive in the industry and afford you a better professional standing. Said differently, if given the choice between two candidates with equal education and experience, a hiring manager will be more likely to hire the candidate with a certification.

Holding a certification is a “bargaining chip” for negotiating a great salary once offered a position.

If a candidate is new to the field or only has a few years of experience, being certified is essential. While holding a certification is not a substitute for years of clinical trial experience, it will validate your skills and knowledge to the hiring managers and give them the confidence to hire you.

Lastly, a major benefit of taking and passing a CRA certification exam is personal satisfaction. Your skills and experience will not only be validated to the hiring managers, but to yourself. Certifications are less than $200 and many can be taken online. Why not spend a few hours and a little money to take the exam? It will do nothing but benefit you in the long run.

As a clinical research associate, positions for which you are applying may or may not require you to hold a certification. The bottom line is that while it may not be required, holding a certification will do nothing but help you in the long run. Being certified helps to reaffirm your job skills, industry and trial knowledge, and experience to hiring managers and yourself.

Written by Katie Fidler

Investing in a Lifetime of Success

Angela Roberts
www.craresources.com
Facebook

Are you ever involved with the clinical recruiting hiring process or are considering a career change? If so, sign up for our Hiring Manager email course which focuses on how to attract and hire the highest quality candidates or our Job Seeker email course which provides valuable insight into how to become more competitive in the marketplace.