How To Work Well With Corporate Recruiters

During a job search, you will come in contact with various types of hiring professionals including corporate recruiters such as Raj Kapoor. In a interview with TechCareers Kapoor offered up some tips and insight on making the job seeker-corporate recruiter relationship work successfully. TC: As a recruiter, what's the number one piece of advice you'd give an IT professional looking for a new job today? Kapoor: Preparation is key. In an increasingly competitive market, preparation for the interview is an important differentiator during the interview process. This can include, but is not limited to the following:

1. Research the company (e.g., Edgar database) to understand the company's performance and its standing in the market.
2. Thoroughly understand the job description and be able to relate your past experience to the position's requirements.
3. Bring relevant deliverables to the interview meeting (e.g., samples of work depending on position).
4. Where appropriate, find out information as to the inner workings of the company to which you are applying and even information about the interviewer. You can do this by speaking to current or past employees. This will demonstrate your eagerness and initiative " as well as allow you to quickly relate to the interviewer and the company on a more personal level.

		For more expert career advice and articles on career issues and topics, visit TechCareers.

TC: What are common mistakes techs make when working with a corporate recruiter? Kapoor: During the interview, candidates need to not oversell themselves. The best interviews are not interviews but are conversations with a free flow of ideas. One of the biggest complaints I get from hiring managers is that the candidate had poor listening skills and or "would talk over me." Hence, a candidate should answer clearly and to the point. Where appropriate illustrate your point with specific examples. TC: What's the major IT job trend today—are enterprises looking for more business-It folks than ever before, or is there a specific skill that is in high demand today (such as IP telephony)? Kapoor: While the demand for IT skills has not reached the levels we all experienced during the technology bubble, there is a definite up tick in many areas of IT recruiting, especially as it relates to IP telephony in both delivery and "pre-sales" capacities. In fact, my company, Dimension Data needs to hire 30-40 IP telephony specialists in the near future just to meet demand. Therefore, we have implemented an accelerated and intense training program (dubbed "Jed-IPT") to help engineers who already have a solid foundation of networking skills and certifications to become IPT specialists, capable of leading IPT deployments in the field. If you already possess this expertise, then you will find that skill in high demand as more and more companies migrate to IPT.

TC: What's the major IT job trend today—are enterprises looking for more business-It folks than ever before, or is there a specific skill that is in high demand today (such as IP telephony)? Kapoor: While the demand for IT skills has not reached the levels we all experienced during the technology bubble, there is a definite up tick in many areas of IT recruiting, especially as it relates to IP telephony in both delivery and "pre-sales" capacities. In fact, my company, Dimension Data needs to hire 30-40 IP telephony specialists in the near future just to meet demand. Therefore, we have implemented an accelerated and intense training program (dubbed "Jed-IPT") to help engineers who already have a solid foundation of networking skills and certifications to become IPT specialists, capable of leading IPT deployments in the field. If you already possess this expertise, then you will find that skill in high demand as more and more companies migrate to IPT. TC: What are the top misconceptions tech professionals likely have about the role or job of a corporate recruiter? Kapoor: One of the top misconceptions is that if the candidate does not land the position, then the "courtship" is over. In many cases, a candidate does not land a position merely because of timing and not because of one's competency. Ask the recruiter/hiring manager when is good time to follow-up (a month from now, three months) and then make sure you are consistent in that follow-up. Timely follow-up will often impress the hiring manager and demonstrate your continued interest in the job and in the company. TC: When it comes to resumes, what's one advice point you'd give to tech professionals sending query letters and resumes to a company for potential jobs? Kapoor: Keep the resume short and to the point. Recruiters will be turned off by a nine-page dissertation. That said don't be afraid to have your resume go over the one page. My advice would be to limit it to three pages. Also, customize your resume to the position for which you're interviewing (e.g., a "technical" version in addition ta "consulting"or "project management" version). Also, if you have an "in," (i.e., someone at the company who can refer you), your resume stands a much better chance of getting to the corporate recruiter/hiring manager than via the Web site or even recruiting agencies and plus you already have a third party able to testify to your qualifications and work ethic. Raj Kapoor is a national senior recruiter for Dimension Data, a $2.7 billion global IT services provider. He has 16 years experience in recruiting, nine of which are in professional services recruitment. For more expert career advice and articles on career issues and topics, visit TechCareers. Other recent articles from TechCareers Why You Need To Map Out Your Value Proposition Before Seeking That Next Job Building Tech Talent Through Extensive Professional Development

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