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The Power of Gratitude in Your Job Search
Why You Should Never Miss a Company Holiday Party or Invitation to Your Boss’s Home
published October 27, 2003
A Typical Market Penetrator Placement
Market Penetrators spend a couple of hours each day studying law firm websites, job boards and other sources for openings. They also are very interested in law firms and read every periodical and legal newspaper they can get their hands on. The Market Penetrator may even spend some time reading Martindale Hubble because he wants to know everything he can about the market. He believes this will allow him to make placements. While Market Penetrators may meet with law firms on an ongoing basis, their belief is that the market is huge and that their emphasis should be on the global picture and on knowing what is going on in the market as a whole — not necessarily just inside one law firm.
The Market Penetrator decides that a certain type of attorney in a certain practice group is in demand. He has openings for that type of attorney; however, he also believes a good attorney in that practice area will be marketable at firms that do not even have openings. The Market Penetrator takes out a few ads in legal periodicals and job posting boards seeking those sorts of attorneys and tends to make a bunch of calls. When the Market Penetrator starts finding candidates, he will submit them to a large number of firms-firms with openings and firms the Market Penetrator simply believes may have openings. As candidates get interviews, Market Penetrators submit more candidates to the firms that are interviewing his candidates if they match the same profile. Without ever forming a particularly close relationship with any hiring organization, the Market Penetrator makes a placement.
(i) Market Penetrators are likely to assist the candidate in applying to the majority of organizations at which the candidate is likely to find work.
(ii) Market Penetrators are constantly turning up new jobs as firms their candidates may not have approached (i.e., firms with inactive jobs or no jobs at all) express interest in their candidates (a Market Penetrator may sometimes get a new fee contract from a hiring organization every week).
(iii) Market Penetrators are giving candidates the most possible choices about where they might work.
(iv) Market Penetrators approach firms that other recruiters are not approaching and therefore their candidates have a better opportunity of employment due to less competition.
(i) It takes a lot of work in terms of research and this comes at the expense (most often) of forming strong relationships with employers and candidates.
(ii) It generally results in a lower percentage of interviews vis a vis submissions than other methods.
(iii) Firms may become annoyed because they are receiving "unsolicited" resumes.
A Typical Cougar Placement
A Cougar calls up a law firm and asks to meet with the hiring staff. The recruiter visits the law firm and spends time meeting with the hiring partner, recruiting coordinator and other attorneys in the firm. In the meeting the recruiter "hits it off" with the law firm and the firm gives the recruiter its openings. The recruiter also establishes a strong bond of trust with the law firm and both understand each other very well. Over months or years, the recruiter and law firm establish a very strong bond of trust. The recruiter has a very good sense of the types of candidates the law firm is likely to interview and hire. The Cougar may visit with the law firm several times per year.
When these recruiters are in the market, they are very focused upon this law firm's hiring criteria. They primarily ignore candidates who do not fit the law firm's needs. They spend time calling "ideal candidates" and running a limited amount of advertising. Many attorneys may not actually know the name of the recruiting firm the Cougar works for and, quite often, the Cougar may even work alone out of her home. The Cougar spots the ideal candidate and meets with him or her. The Cougar says many good things about the law firm and the candidate meets with the law firm and is hired. The Cougar has made a placement.
(i) Cougars make placements other recruiters are unlikely to make (and learn about jobs first).
(ii) Cougars have a very good understanding of the types of candidates firms are likely to hire.
(iii) Cougars form very close trusting relationships with their candidates.
(i) By taking on so few candidates, Cougars miss numerous opportunities to make placements.
(ii) They locate fewer new jobs.
A Typical Database Lover Placement
The Database Lover spends a great deal of his time studying active openings in the recruiting firm's database. Since most Database Lovers work at large recruiting firms, they have the benefit of a large stable of potential candidates to work with. The Database Lover will examine openings that the recruiting firm gets each day and reach a decision about the sort of openings he would prefer to recruit for. Whether through an advertisement, a cold call, or an existing relationship, the Database Lover finds a particular candidate to work with. The candidate is submitted to active openings matching the candidate's profile in the database. A certain number of these employers interview the candidate and offers are extended. The candidate accepts one of the offers. The Database Lover makes another placement.
(i) Database Lovers are able to provide firms with candidates matching their openings on an ongoing basis (and not upset firms with unsolicited resumes in the process).
(ii) If Database Lovers are aggressive, they can approach employers with openings in odd areas (e.g., Maine, Sacramento, Indiana, Saudi Arabia) with appropriate candidates that are likely to be direct hits.
(i) Database Lovers do not necessarily ever achieve thorough market coverage because they are responding to actual jobs for the most part.
(ii) Database Lovers may not take on candidates if they do not have actual openings.
(iii) Database Lovers' candidates are competing with every other candidate in the market.
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