I do not believe that I have reprinted an article verbatim in the past but the article below deserves to be shared in its entirety with you. It is written by Cindy Kraft, the CFO Coach, and it is right on the money: “What CFOs Can Learn from Recruiters” by Cindy Kraft, the CFO-Coach. This article is reprinted with her permission.
What CFOs Can Learn from Recruiters
A recent article by Morgan Hoogvelt, Chief Talent Scout for Clear Channel Communications, delineated “8 Skills Recruiters Should Have.” I believe there is much to learn from how recruiters think and act … because knowledge is power -and- what makes them great recruiters will make you great potential candidates! Here’s Hoogvelt’s list … with my commentary from a candidate perspective:
1. Strong sales skills. Good sales people know the value proposition of the product or service they sell. In a job search, you are the product. A compelling marketable value proposition makes it crystal clear to a company why they should hire you and why they should pay you well when they bring you on board.
2. Social intelligence, f/k/a interpersonal skills. From a candidate perspective: networking. Not when you need to network, but long before you need to and as a consistent and constant career management habit. And remember, today networking is defined as “who knows about you” so visibility is also a key part of social intelligence.
3. A hunter’s mentality. Forget the spaghetti strategy … throwing your resume out to everybody and anybody and hoping something will stick. Instead, focus your efforts. Identify who needs your skill sets, and then hunt in that space. It will yield much better results.
4. Big picture thinker. An effective career management strategy is essential today. Short-term thinking focuses on the next job. Big picture thinkers know where they want to go in 3-5 years, 5-7 years, and 7-10 years and who needs to know about them in order to get there.
5. Follow up skills. It’s never about sending out a cover letter and resume or accepting a business card at a networking meeting. It’s about what you do in the “follow up” stage that generates ROI. Follow up skills are essential to current and future jobseekers.
6. Listening skills. Talk with people rather than at people. To do that effectively, you need great active listening skills. Look them in the eye and ask great follow-up or clarifying questions rather than planning what brilliant thing you’ll say next.
7. Trusted advisor. Great recruiters can be trusted advisors to top-notch candidates. Flip the tables and be one for them. A great recruiter relationship that is cultivated and nurtured long before you need to make a move, can bring opportunities you may have otherwise never known about.
8. Be approachable. Even if it feels like your job leaves you no time for networking, engaging in social activities, or taking calls from recruiters … do it anyway. Your job is important but so are people. The right people are key to making your next transition a smooth and easy one. Taking a few minutes to make others feel warm, welcomed, and important leaves a lasting impression. Like recruiters, the savvy Finance Executive should always be in passive hunt mode. You just never know where that next great opportunity might come from, or when! ”
Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Credentialed Career Master, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email at Cindy@CFOCoach.com , by phone 813-655-0658, or through her website at www.CFOCoach.com.
As I indicated above, this article is reprinted in its entirety with her permission so thank you Cindy, well done!!!!