4 things to do when applying via a recruiter (4.3)

1. Do your research

2. Call them

3. Impress them

4. Stay close to them

1. Research, Research & Research

Here it is again in case you missed it in the abridged version earlier and in full in 2.0. This process is about gathering enough information to impress the recruiter so that they feel comfortable impressing the client on your behalf. You need to do a number of things.

•         Desk based research – Google, website analysis etc
•         Call people you know who know the organisation
•        Call people you know who work for the organisation or have in the past
•        Call the organisation and do some ‘mystery shopping’
•       Visit the site of the office or facilities/services offered by the organisation

2. Call to gain information

The key to any successful assignment is a recruiter taking a full brief from their client. This is information that you as an applicant do not always have access to but you need to know. It is possible to get it from other sources but having this information straight from those who are making the recruitment decisions is invaluable.

You should treat the call to a recruiter as the first, and arguably most powerful, step in your application process. If you can impress them then they are likely to impress the client on your behalf. But...

Do it right: I cannot tell you how many times a potential applicant has called me and said ‘I saw the advert for X, can you tell me about the role?’ without having done any research or giving any thought to their suitability for the role. My automatic response is ‘Have you read the job description on the website?’ or ‘Have you looked at their website?’ Most haven’t and it is embarrassing for them. Worse still, on the basis of that poor conversation, it puts them behind those who, instead of ringing me immediately, did some research first.

See the section below in “Impress them” to see a better opening conversation.

What else should you ask?: Some of the better questions I have received include:

•  Is this a newly created role? If not, why did the previous incumbent leave?
•   What is the culture of the organisation like?
•  What are the aspirations of the company?
• Is there an internal candidate?

And importantly...‘How should I apply and what would you like from me by way of an application?’

Questions like those above separate you from the mundane applicant who asks about money or the same questions everyone else does. They demonstrate you to be intelligent, informed and in tune with what an organisation might want. They are not presumptuous nor are they arrogant. Instead they are sensible and, importantly, they suggest that you know your value and do not want to have your time wasted – they speak of your ‘gravitas’.

3. Impress them

If you do your research and you get this right then you cannot help but impress. It will clearly separate you from your competitors and in turn give the recruiter the power to impress their client on your behalf.

But remember, if you fail to impress or are not ready for the meetings or phone calls ahead then your lack of preparedness may generate a negative referral. This can all but ruin your chance of a successful placement and fear of this is, I suspect, one of the reasons many poor candidates do not do this level of research.

Of course you can only make a strong phone call if you have done your research. Some of the most impressive calls have begun with something like this...

‘Hello my name is Jane Doe. I saw the advert for the Head of Strategy at ABC Rentals recently. I have had a look at their website and have spoken to some of their stakeholders including X Y & Z. I even managed to get an introduction to their Chief Executive from a mutual friend. I understand that one of the issues ABC Rentals might be facing is about the impact that the strong dollar has on their overseas business. If I tell you a little about myself could you tell me a little more about the role and whether you think my skill set matches what you are looking for?’

This is an impressive start to any conversation. Sure it requires some research but it will be worth it for all of the reasons I have mentioned before. Even if you only do half the research required to have this conversation it will still put you above all the other candidates who haven’t done this.

4. Stay close to them

From experience, those who know and have a strong affinity with a recruiter are more likely to be recommended for roles by that recruiter. This happens for a number of reasons not least of which is that the recruiter is unlikely to know the other candidates as well.

Recruiters are human - it may not always seem that way but they are - and because they see and speak to so many people it is possible that they might forget you or your application is ‘lost’ in the midst of a busy period or hectic schedule. You can not afford for this to happen so, for the reasons above, you need to ensure that you stay at the forefront of the mind of the recruiter who is managing your application.

How do you do this? As a candidate you should always look to add value to you application by helping the recruiter. You can do this in a number of ways so during this period make it a priority to:

• try to find leads that you can pass on to the recruiter– this gives you an excuse to call them again.
• continue your research - this gives you more excuses to call when you find out new pieces of information that need clarity or the recruiter might be interested in.
• introduce friends who are looking for new work – introducing them to the recruiter works because it is an opportunity for them to find new clients and new candidates. 
• Provide business development leads that the recruiter might be able to develop.
• Try to meet the recruiter personally - this can be tricky and in some cases be seen as ‘too much’ from the recruiter’s perspective but, if possible and appropriate, it is worth meeting them – offering to buy them a coffee helps.

Recruiters trade on reputation and contacts. If you can help them with both they will appreciate it and you will build a bond with them whilst simultaneously demonstrating you are well connected and intelligent. The best way to stay close to them is to pass on relevant information on a regular basis.

Next: Understanding the application process

Remember ‘job hunting is a competitive exercise: you must dare them not to see you’

3 things to know about recruiters (4.2)

I was told recently from an experienced ASX 200 Board Member that ‘recruiters are not your friend’. Whilst this may sometimes be true, the reality is that recruiters are far more powerful than many give them credit for. However, as gatekeepers, even ‘bad’ recruiters can be recruiting roles that you want. So no matter how you feel about working with recruiters you need to know how to do so effectively.

Having said this, my advice, wherever possible, is to avoid using recruiters to find yourself a new role. I say this only because if they are speaking to you then they are speaking to hundreds of people just like you. In doing so they are placing you in direct competition with other candidates, reducing your chances getting the job you really want.

1. They are powerful:  Recruiters are powerful because they are listened to by the decision makers in the company that you want to work for.

A common misconception is that the role of a recruiter just to pass CVs to employers. In actuality recruiters have developed, often over a long period of time, a close relationship with their clients/your potential employer. For this reason they are often seen as ‘trusted advisors’ and they are asked their opinion on the candidates they put forward; their opinions count.

I have been in many board rooms where I have been asked my opinion on candidates: whether I have met or spoken to them; whether I know of anyone who knows them; what their reputation is; or how they performed in their previous roles. In the case that I know or have spoken with the candidate, I can answer these questions and my answers are powerful ‘nudges’ towards or away from an appointment. Where I don’t know the candidate these applicants can quickly slip down the ‘must see’ list.

2. What motivates them? Recruiters are paid to generate interest in a role(s) and facilitate an appointment. They work in a number of different ways but essentially they are advertisers for vacancies - whether by advertising or headhunting or a database search - and their success and reputation is built on providing as many qualified candidates for the role as they can.

There are always exceptions, but generally the majority of recruiters are interested in making as many placements as they can, which means submitting as many quality candidates as they can for as many roles as possible. For this reason their focus is not always about finding the best person for the job, instead it is primarily about making a placement. For the good recruiters this is often the same thing, but it is an important difference to be aware of and should shape the way you work with them.

3. Your reputation is their reputation: In many ways recruiters do not differ much from an employer an HR team - they are motivated to succeed because their reputation depends on it. If you want to use recruiters effectively then, perversely, it is in your best interest to try to improve their reputation.

Think of it this way. Would you recommend a friend for a job in a company you worked for if you knew that your reputation would be likely to suffer because of it? Probably not. Likewise, a recruiter who does not know you won’t recommend or stick their neck out for you unless they are fully convinced you are going to make them look good. So, if you can impress them, they will be more willing and able to impress their client on your behalf. Conversely, if they are not impressed by you and feel that their reputation might be harmed, they will be less likely to recommend you.

This means that you need to assure them that you are the most highly qualified, best informed, most presentable and most affable candidate. If you can do this, then they are likely to personally support your application – a powerful thing.

Next: 4 things you need to do when applying via a recruiter 

Responding to advertised vacancies (4.1)

When looking for work most people treat advertised vacancies as the holy grail of job hunting, often dedicating all of their time looking for and responding to them. Having mentored many people through the job search process I know how frustrating it can be receiving ‘thanks but no thanks’ letters or no letter at all in response to your applications. Bearing in mind that only 20% of job seekers find work this way it is arguably a most depressing and unproductive use of your time. However, despite the low success rates this is still an important element for any job hunter to get right.  So what do you need to do?

Research, Research and Research

We have spoken about this already in 2.0 but it is a critical element of any application process if you are serious about separating yourself from your competitors.

This process is about gathering enough information to impress potential employers and dare them not to see you by demonstrating that you are better researched than other candidates. Research provides you with crucial information that others may not possess which will further help differentiate your application. But to gain this information you need to do a couple of things:

·         Desk based research

·         Call people you know who know the organisation

·         Call people you know who work for the organisation or have done so in the past

·         Call the organisation and do some ‘mystery shopping’

·         Visit the site or office or use facilities/services of the organisation

·         Speak to competitors, clients or stakeholders

Remember you want to dare them not to see you so you should always treat your research and the subsequent calls you make with the same gravity you would if you were speaking directly to the employer because those you speak to may very well represent you to the employer in the future. Think of it this way: if you are impressed by someone then you are likely to speak highly of that person and recommend them for a particular role– through a personal recommendation or informal word. Think of it as an interview before the interview.

This level of research can also result in you making yourself known to the employer prior to your application being received via the formal process.  This can  make some people nervous, but being known before your application is received or before you attend an interview, is exactly what you are trying to do; it is what I call ‘setting the mood music’. Setting the mood music effectively makes you a known quantity and therefore more likely to be considered employable (more on this in later blogs).

Whilst personal recommendations can work for you, you do need to be aware that undertaking this level of research can also work against you. If you fail to impress or are not ready for your initial research conversations then your lack of preparedness may be reflected in a negative referral. This can all but ruin your chance of a successful placement and fear of this is, I suspect, one of the reasons many poor candidates do not do this level of research.

The First Call

Almost all adverts have a contact name and number on the bottom and offer you the opportunity to call ‘for further information’. Despite this offer, in my experience less than 50% of candidates make that call. Even fewer do it well.

You should treat that call to a recruiter/employer as the first, and arguably most powerful, step in your application process. If you can impress them at this stage then you will stand out and this will work in your favour in the next stage of the process. The information available straight from an employer is invaluable and cannot be gathered from other sources so you must make this call before submitting an application but only after you have done your research.

Your call to the person handling the application (usually the decision maker but it could be a recruiter) is the first step to your potential application. I say potential because you should treat it as a fact finding mission. The employer has spent a good deal of time and money advertising the role and they will likely have a clear understanding of what they are looking for. So, on the basis of the information gathered you need to be prepared to accept that the role is not for you and therefore not apply. For this reason you need to ensure that you go into any conversation with an open mind but also armed with the research you have done.

What should you say? I cannot tell you how many times a potential applicant has called me and said ‘I saw the advert for X, can you tell me about the role?’ without doing any research or giving any thought to the role. My automatic response is ‘Have you read the job description on the website?’ or ‘Have you looked at our website?’ Most haven’t and it is embarrassing for them. Worse still,  on the basis of that poor conversation, it puts them behind those who, instead of ringing me immediately, did some research first.

Instead try something like this... ‘Hello my name is Jane Doe. I saw the advert for X recently. I have had a look at their website and have spoken to some of their stakeholders including X Y & Z. I even managed to speak with your Chief Executive at a recent conference. I understand that one of the issues you might be facing is X. If I tell you a little about myself could you tell me a little more about the role and whether you think my skill set matches what you are looking for?’

If you do your research and you get this right then you are likely to be  in the top 5% of applicants.

What else should you ask?  I will address this in detail in later blogs. However some of the better questions I have received include:

·         Is this a newly created role? If not, why did the previous incumbent leave?

·         What is the culture of the organisation like?

·         What are the aspirations of the company?

·         Is there an internal candidate?

And importantly...‘How should I apply and what would you like from me by way of an application?’

Once you have done your research and spoken to the employer it is then time for your application to be written. This means rewriting your cover letter and CV to reflect the information gathered. See 1.0 & 3.0 for details on CVs and Cover Letters.

Next: Applying via a recruiter

Responding to advertisements & working with recruiters (4.0)

Many advertised roles receive hundreds of applications so it is not surprising that only 20% of job hunters find roles by responding to advertisements or by working through recruiters. With relatively low success rates it is worth spending time considering how best to succeed when responding to adverts or working with recruiters. The following two sub-sections look at this in more detail:

a) Responding to advertised vacancies

b) Applying via a recruiter

Before we do, it might be worth explaining why these two sections (recruiters & adverts) are addressed together when they seem quite different. Whilst the approach to using each service may be different, there is much in common. Both are usually working to fill a specific position, both require you to get past ‘gatekeepers’ in order to get to decision makers, and both usually require an application process. However, for clarity and because the advice does differ, the following section has been split into two – though there is some duplication in both.

3 Ways to find a job - Advertisements/Recruiters, Direct approach & Personal Connections

‘job hunting is a competitive exercise: you must dare them not to see you’

In my experience people find jobs in 3 ways. 

1.   By responding to an advert – online, in print or via a recruiter.

2.   By directly approaching a company.

3.   Through personal connections.

Each of these approaches to job hunting will depend upon the sector you work in and its recruitment culture. However, as a general rule 20% of people find work through responding to adverts and/or working with a recruiter, 20% of people find work by direct approach to the company they want to work, whilst almost 60% find work through personal connections.

The statistics above have been taken from Malcolm Gladwell’s Tipping Point in which he quotes Mark Granovetter’s book Getting a Job. They shed interesting light on the job hunting process and each scenario is further explored in the sections below.

Regardless of how you choose to find work you need to keep at the forefront of your mind that you are entering a competitive exercise so you need to do everything you can to dare them not to see you! The following should help you do that (coming soon).

Cover Letters (3.0)

In the past, cover letters were deemed to be good enough if they simply introduced you and your interest in the role advertised and then referred on to your attached CV They were often too brief, functional at best, added no additional value and for this reason they were rarely read. 

Today, a cover letter matters. A well written, succinct and evidence based cover letter that demonstrates that you are qualified and passionate is essential and has become and offers the first chance to separate yourself from other job seekers and dares them not to see you. They are a valuable resource carefully read by employers and strong applicants know this.

In  a difficult post GFC labour market, cover letters form a crucial part of your application process regardless of whether you are responding to an advertisement, using a recruiter or approaching a company directly. A strong cover letter demonstrates you are much more than just your CV. But for a cover letter to be of any value it needs to be both accessible and readable and. The following builds on these two points:

Accessible: To ensure that your cover letter is easily accessible  it should be placed both in the body of your email and included as part of your CV - not as a separate attachment. Because cover letters are still seen to be of little value there is a temptation by some to skip over them. However, by including it in your email and also in your CV you ensure that it is much more likely to be read and therefore begins the process of distinguishing you from other applicants.

Readable: Having made it accessible you must then make it readable. First and foremost it should never be more than a single page long and ideally a good deal shorter. To help you do this limit yourself to 5paragraphs. They should demonstrate:

1. Passion for the job: The first paragraph must grab the attention of the reader. Employers want employees who are intelligent, qualified AND passionate about what they do. So this paragraph is not a statement about your understanding of the company, where you saw the job advertised or what the role is that you are applying for. Instead it must demonstrate your passion for the role and this is where your earlier research really pays off.                                 

Start with something like, ‘I am an experienced programmer with a passion for developing new and innovative products. Having spoken to, your HR team, many of your programmers and  your competitors and stakeholders I know that you are renowned for employing only the best and most enthusiastic staff but one of the key challenges you face is in finding qualified and experienced programmers who also have strong people skills. This was what I did in my previous role and why I am so interested in this position.’ 

This kind of opening is incredibly powerful. Firstly, what it does is immediately capture the reader’s attention. It then demonstrates from the outset a number of positive qualities - your enthusiasm for the role, your ability to do it, your intelligence, connectedness and (I can almost guarantee) that you have done more research than any other applicant thereby demonstrating you to be proactive. Not a bad beginning.

2. Your Profile: Remember that profile you wrote as part of your CV? The one that summarises your experience, your success, your achievements, your training... that you can do the job. Insert it here, insert it verbatim, cut and paste it so that it becomes your second paragraph. Yes, you are duplicating but you do not want this paragraph overlooked.  It is your answer to ‘Why hire you?’

3. Address gaps or issues in your CV: This should be a very short paragraph but everyone has something to address here. Perhaps you are too old, too young, over experienced, under experienced, it is your first job, it might be your last job, you are unemployed, you are changing career or just looking to get out of your current company. You should briefly allay any of your potential employers’ fears so that they do not discount your application because of their preconceived ideas about what you are or have done. For example, if you are looking for a role that is a long way away from your home but you are willing to relocate then this is the place to say so. Equally, if you are unemployed tell them why (were you fired, did you quit, health reasons etc) and what you have been doing that makes you employable (if you haven’t been doing anything see the critical section on Developing Personal Connections). Again, from experience I know how easy it is for employers to disregard an applicant because of ill informed or preconceived ideas. For this reason alone you need to ensure you are absolutely clear on any gaps in your CV. 

4. Something Interesting: Who would you employ if you had to make a decision between two or more equally qualified candidates? The one who seemed to have a personality and had demonstrated their achievements outside of work (clubs, sporting achievements, languages etc) or those who could not demonstrate any interests or success outside of a work setting and seemed the same as everyone else?

I once had a client who when they had the choice to add another candidate to the interview list added an applicant who had represented the UK in table tennis. They added him not because of his table tennis skills but because he was the only one they remembered from the list. The reality is that potential employers want to brag about their new hires so you need to give them something to brag about and remember you by.  

5.   Passion for the company: Again, this is one of the most important sections and is also based on your research. You could end with something like... ‘ Having spoken with your competitors and Mr X your Chief Executive and having been to your office and used your products I know that Company ABC is a leader in its field and you only employ the best people. My experience to date, my passion for programming and my eagerness to work in a high performing team are all reasons that I have chosen to apply to work for your company.’ This final summary demonstrates your connectedness, intelligence and strategic approach. It is a strong way to finish any cover letter.

The next step: How to find those job opportunities

Research, Research & Research (2.0)

This is by far the most important element of any application or job hunting process. Though, conversely, probably the most under-utilised and also the most difficult section to motivate yourself to undertake - it is even harder to do well. However, I guarantee that if you do this properly you will never regret it.

Most people consider research something desk based and done primarily online and it is done only twice in an application or job hunting process. Once when they see the job advertised, and secondly before an interview. Taking this approach will not differentiate you from any other candidate which is the whole point of your application process – to dare them not to see you!Online & desk based research should only be undertaken as a basis for more in depth work. So, what do you need to do? The research that is most effective can only be gained when you leave your desk or by speaking to people directly.

Firstly, visit the company personally to get a feel for the culture and set up and size. See if you can find someone and ask whether they know your potential employer and what he/she is like?' Then try and speak to someone you know who may work there or who may know a person who does. If possible take them into your confidence and ask them to introduce you to someone internally. Alternatively, if the company is a competitor of where you currently work you may be able to gain leverage from that . Ask a colleague what they think of the competitor’s services/products,  and their strengths and weaknesses.

I always use my job applications as an excuse to speak with my peers or better still to the peers of the person who might employ me. A particularly effective approach is to phone them, and tell them that you are thinking of applying for a role at X as they have been in the sector for a while and that you were hoping that they might be able to provide a perspective on what they do. Ask if they could spare five minutes to provide some insights?'

This can be a daunting approach but you will have achieved a couple of things by doing it: you will have generated a new connection (who might offer you work) and you will have gained an invaluable insight into the business.

Only at this point, after you have done your research, should you reply to the job advertisement or the contact you have for the position.. Never just ask ‘Can you tell me about the job?’ instead try ‘Hello, I would like to speak to you about the role X. I have been to the site, spoken to others who work there and some of their competitors. They say that X & Y are issues. I have gained this sort of experience andI think I could help. Is this the sort of experience you are looking for?’ This is a powerful approach and ensures you stand out from the crowd - incredibly important when dealing with recruiters but even more so when you are dealing directly with the company and employer itself (more on working with recruiters later).

I know, having done this myself that at the end of this process you will have the information you need to complete an application that stands out. You will know: what is important to the company; what the role demands; what it is like working there; how the company functions; what their products and services are and who their clients are ; Who are their competitors;  and much more. 

Furthermore, if you are lucky you may have had an improved offer from one of their competitors because you will have demonstrated that you are proactive and intelligent with the ability to develop a personal connections - all attributes that employers find attractive.

Having said that, I can almost guarantee that no-one reading this will do this level of research. Of all the hundreds of applications I have received less than 5% have ever gone to the lengths I have described above. However, those that have almost always get the job.

Many people worry about doing this level of research for a couple of reasons. Either they feel they are abusing the application process or are worried about what might be said about them without their permission. The first point is a valid one. You certainly do not want to be seen to be unfairly influencing the decision but this can be overcome if you approach all contacts with a clear desire to inform yourself about the role/organisation rather than seeking to influence decision making process.

The second point should not concern you if you do your research properly - if you represent yourself well then you will be represented well. In fact, getting people to speak warmly about you is exactly what you want to happen. It gives you an advantage at the shortlisting stage and in interviews because you are likely to be a ‘known product’ and as such a much more attractive candidate.

The next step: Use all of this information to write a cover letter that dares them not to see you.

CV & Resume Writing (1.0)

CV & Resume Writing

Writing a CV/Resume is the most important, though conversely arguably the least important, part of any job hunting process. Regardless of how much weight you think your CV carries it is the best place to begin for a number of reasons. 

The primary reason your CV is important is that, if written correctly, it defines what you are good at and why someone should hire you. The second reason is that, in essence, it answers the question you are most likely to get at any interview ‘Why should we hire you?’ To ensure your CV answers this question it must do three things:

a)  Show that you are the person they are looking for

The most effective profiles answer the question that all prospective employers want to know...Can you do the job and have you done it before? 

For this reason your profile should always begin with... “I am an experienced (add the title of the job you are applying for here) with over (add the number of years you have been working) having worked for (add your last employer or two). By doing this you ensure your profile, right from the start, tells the decision maker that you are qualified to fill the vacancy that they have. Of course, you may not be able to say that you are an ‘experienced etc etc....’; if this is the case you should tell them what related areas you are experienced in and why they should hire you. If you cannot do this then it might be wise to reconsider applying. 

In my experience a good written profile is invaluable but a poor one is immediately skipped over. Poor profiles are usually aspirational and do not summarise the applicant’s achievements.

b)  Demonstrate your success & 'dare them not to see you'

Most CVs I see are functional at best due mainly because demonstrating your achievements is often the most difficult part of any CV to write. The majority, as a result, are aspirational in style (‘I want to be a manager because...’ or ‘ I enjoy working in media because...’) or list only actions or roles (‘I was a Manager of a team of 6....’). For this reason, defining past success and providing evidence of achievements is where I spend most of my time with clients and is the area that they get most value from. 

c)   Be readable

Your CV should include relevant statistics and evidence that you are good at what you do. For example, if you managed a team of 6 how can you prove that you did it well? Did sickness rates and absenteeism drop? Did productivity improve? Were you rewarded for your work? Did you meet team targets? What acknowledgement did your manager provide? Simply, if you do not include evidence of success in your CV then   it will be assumed that you have none.

Many will say that a CV must not be more than two pages long. Whilst I do not totally support this inflexible approach, there are good reasons why it should not be too long. You need to put yourself in the shoes of the person who has to whittle a large pile of CVs down to possibly5 for an interview.   Your CV needs to demonstrate briefly and clearly your qualifications and achievements es to ensure that it is not overlooked for CVs that do.

A CV that lacks these qualities or has inaccurate spelling and grammar inaccurate  is simply not worth sending out to prospective employers and will impact negatively on your personal brand.

In summary, your executive CV should cover the basics including, in the order shown below, the following:

Name  (Including your preferred name)

Contact Details (Phone & Email at a minimum)

Profile (Defining your executive experience & success)

Most Recent Work Experience (Date    Job Title       Company        Location)

Previous Work Experience (Date    Job Title         Company          Location)

Non Executive Experience (Date    Job Title         Company          Location)

Education & Training (Date    Course Title    Organisation        Location)

Extra – Professional Activities & Interests (Clubs, Languages, Awards etc)

Referee Names & their companies (but not contact details)

Non Executive CV

If you are applying for Non Executive/ Board Positions then all of the above apply. However, the format of your CV should change to reflect the importance of your non executive experience. The following is appropriate:

Name  (Including your preferred name)
Contact Details (Phone & Email at a minimum)
Profile (Defining your executive experience & success)
Non Executive Experience (Date    Job Title         Company          Location)
Most Recent Work Experience (Date    Job Title       Company        Location)
Previous Work Experience (Date    Job Title         Company          Location)
Education & Training (Date    Course Title    Organisation        Location)
Extra – Professional Activities & Interests (Clubs, Languages, Awards etc)
Non Executive Referee Names, Titles & company (but not contact details)

The next step

Ensure you have an effective cover letter that dares them not to see you.

What do we do?

Resume writing & review    

Ensuring your CV evidences your achievements & meets industry standards.

• Resume & Cover Letter review & re-write: effectively articulating your success.

Full career assessment        

Tailored career assessment: resumes; job hunting; interviews: recruiters and social media.

• Resume & Cover Letter review & re-write: articulating your success.
• 3 ways to get a job: Direct approach; Advertisements/Recruiters; Personal connections
• Using recruiters: Who to use; how they think & how to influence their decision.
• Social media: Reviewing & improving your digital footprint: Who can find you and what happens when they do?
• Career transition: How to take a different career path or obtain a  a Board position.

Mock interview & feedback

There are things that you cannot prepare for but an interview is not one of them.

Interview skills & a 2 hr simulated interview scenario: real questions, real recruiter & real feedback.

Full career review & interview

A fully tailored career development assessment & mock interview – 4 hrs

• Resume & Cover Letter review & re-write: Ensuring your CV evidences your achievements and meets industry standards.
• 2 hr mock interview scenario: real questions, real recruiter & real feedback. There are things that you cannot prepare for but an interview is not one of them.
• Full career assessment; reviewing & improving your digital footprint. Tailored career assessment: resumes; job hunting; interviews; recruiters & social media.

'Dare them not to see you'

About Sydney Career Consulting

I am an international Head-hunter & Career Counsellor. I have worked with the public, not-for-profit (NFP) & private sectors and have placed hundreds of candidates into some of the highest profile and most significant executive & non - executive roles in the world. So, I understand how people find roles – what works, what doesn’t and why.

This understanding has taken me beyond recruitment and into career counselling and running ‘job hunting workshops’ for graduates, C-suite executives and non executives alike. Subsequently, I have been able to advise hundreds of individuals on their CVs and resumes and preparing and equipping  them for a career change/step, interview or job search by:

·         Writing a resume so it stands out instead of being forgettable

·         Showing how to deliver strong interviews & answer any question

·         Developing ‘personal connections’ which result in job offers

·       Demonstrating how to find the next role by using and improving an online presence including: LinkedIn, Facebook & Twitter

·         Explaining how employers and recruiters think & what they look for

·         Providing advice on how to work with recruiters and who to trust

Whether you work in the public, private or not for profit sectors, you have 30 years experience or are just starting out, a comprehensive ‘career review’, some interview practice and a new resume will be invaluable, particularly if you are not getting interviews (or being appointed) and don’t know why. 


'Dare them not to see you'