Hey, everybody. Don Georgevich here with Job Interview Tools. Today, I want to talk to you about interviewing
with a recruiter. But more importantly, how to turn that initial
recruiting interview into an in-person interview so that you can advance in the interview process. Now, there's two types of recruiters; you
have internal recruiters and you have external recruiters. Internal recruiters are people who work for
the company. So, like Amazon, Google, Microsoft, Facebook;
all those big companies have their own internal recruiting staff. And then you have external recruiters. External recruiters are third-party recruiters
usually hired by smaller companies to go out and find candidates that meet a specific job
description. Now, both internal and external recruiters
are going to do the same thing. They have a job description and their job
is to go out and find people that match this job description. It's as simple as that. That's how they get paid. Now, their point is they need to go out and
find people who match this job description so that they can turn those people over to
human resources or a hiring manager for further interviews. So, their whole job is pre-qualification. They're looking for very specific things about
you and your competencies and your skills and your experience and whether you are a
good match and whether you're worth their time to move on in the process. Simple as that. Now, real quick; I want to cover the difference
between a headhunter and a recruiter. A headhunter is someone who essentially act
like a poacher. They call up people who are already working
at certain companies and they try to steal them away. A recruiter is someone who is going out and
they are looking for a particular individual. They're searching the job boards for people
and they're trying to fill a specific job description. But the headhunter is someone who's actually
trying to just steal people away. There's a slight difference there. There's some definitely some overlap, but
I just want you to understand that difference. Now, when you can't call from a recruiter;
you might even want to ask them if, �Are you a third-party recruiter or are you an
internal recruiter?� This will let you know who you're dealing with and that information
may or may not be valuable to you. Now, your initial recruiting interview is
probably going to last about 20 minutes; it's just totally pre-qualification. And what they want to do is they want to drill
down into your situation to see if you are a good enough match. And some of the questions that they're going
to ask you, I'm going to teach you how to answer and I'll tell you what they're looking
for because that's really important. One of the things they're going to ask you
is, �Tell me about your situation.� Which means they're going to want to know about
what you're doing right now; what kind of work are you doing? Are you happy doing that work? They're going to ask you what your timeframe
is. How soon do you want to get out of where you're
at? They're also going to ask you what type of
compensation are you seeking? And they're also going to dig into, you know,
what do you like about this place and what don't you like and why do you want to leave? And the big question; what are you looking
for? You see, if you're just looking for a lateral
move, just to get out of where you're at, they're probably not going to be interested
in you. A recruiter is going to be looking for somebody
who wants to advance their career. They're going to be looking for people who
want to make a jump in salary. So, if you're just, you know, let's say you're
making $100 thousand and this position that they're looking for maybe only pays 105 thousand;
that's not a very big difference in salary. So, they're probably not even going to want
to consider you; unless you're looking for a much larger job. So, let's say you're making $80 thousand a
year and this position pays 100 thousand; that�s the type of jump they're looking
for. They're looking for people who want more;
where this position represents a huge advancement for them, not a tiny advancement. They're not going to be interested you if
it's a tiny advancement because it's more of a lateral move for you, which means in
their eyes, if they hire you and you move in there, yeah, you'd be happy for six months
or a year and then you're out; because it's not a big enough jump. It�s not a big enough jump in salary. It's not a big enough jump in responsibility. So, when you have a call with the recruiter,
try to get an idea of where they're at in salary. And like I said, if they're at 100 thousand
and you're at 100 thousand/ 105, probably not going to be interested in you because
that's a lateral move. But if this position pays 120 thousand and
you're only at 100 thousand; that represents a large advancement for you. Those are the kind of people that they're
going to want. So, be cautious around the salary question,
but I do urge you to bring up salary during the initial call. Because I mean, think about it this way; if
you're already at $100 thousand and this job only pays 80 thousand or 70 thousand, you
want to know that right away. You don't want to find that out in two or
three interviews down the road that the job pays significantly less than you're willing
to accept. So, you want to gracefully bring up the question,
�What is the salary range?� or a better way to ask that question is to say, �Has
a salary range been determined for this position?� And they'll either say, �Yes� or �No.�
And usually they'll say, �Yes, and the range is this.�
And then they'll probably follow up with, �What are you looking for?� And that's
where you'll give them your range. But try to make your range represent a large
advancement. Now, they�ll also want to know the kind
of stuff that you're doing and they�ll want to know what you don't like doing. And the reason they want to know what you
don't like doing is because if this job� Well, let's say for example, you say you don't
like travel and this job represents 50 percent travel. Well, they're not even going to want to consider
you for the position because this job is largely something that you don't want to be doing. So, they want to move on and they don't even
want to entertain you anymore. And likewise, you don't want to work with
them if they're doing things that you don't want to be doing either. Now, one of the biggest questions they're
going to ask you is, �What are you looking for?� They want to know what you want to
be doing and they want to make sure that what you want to be doing is largely what this
job is. You see, they want people who are excited
and enthusiastic about the type of work they're doing. And those are the people that they want to
hire. Now, let's say that you want to be doing program
management all the time, but this job is mostly management and analytical. It's not a good fit. So, they want to know what you want to be
doing so that they can present you with a position where you can be doing things that
you'd like to do. So, you'll be happy. So, you'll be productive. So, that you'll be fulfilled in your work. They don't want you doing stuff that you don't
want to be doing. They don't even want to waste their time with
people who don't want to be doing things that they're doing. Make sense? Now, some of the other questions they�re
going to ask you is there they're going to prepare you for down the road. They're going to ask you, �Do you have references? You know, should we come to a point where
we decide to make you an offer, do you have references to provide us, if we make it to
that stage?� And hopefully, you'd say, �Yes, I do have some references.�
Now, they might even ask you, �Who are those references?� And don't go into all kinds
of detail, but just say, �Well, my past manager from when I worked at Amazon and I
have a colleague or I have a customer who is one of my references. I have another manager from another company.�
Whatever it is; just give them some generalizations of some of the people that you are going to
be using for your references. Now, it's very important for you to have good
questions to ask them. You should be asking them questions about
the position like, �Is there travel?� and �Who will I be working with?� �Where
will this position be at?� �What can I expect?� �Is this position going to allow
me to grow in this certain way?� You need to have engaging questions that show
them that you are interested in this type of work, you're interested in their culture,
you're interested in their mission or vision; where they're going. You need to show them that you are excited
about what they're doing. That's going to help you move across and move
to the next level. If you just sit back there and just answer
their questions like this; �Yes.� �No.� �Yes, I think that'd be a very interesting
job. I would like to have it.� They don't want
people like that. They want people who are full of excitement
and enthusiasm about what they're doing and can express themselves in that way. And if you can't express yourself in that
way. Well, you better learn how. And that's what this whole video is about. It's to tell you that you need to come alive. And usually, when you do these recruiter interviews,
they're usually over the phone. So, when you're on the phone talking, try
to smile. Because when you smile, a smile can actually
be heard through the phone; believe it or not. Just like right now, if you were to turn off
the video, for this video right now, you could probably tell that I'm smiling. You could just hear it in the way that I'm
talking. And when you talk to them on the phone, make
sure you smile. Make sure you use voice inflection; bring
it up and down and speak with enthusiasm and excitement. And that's going to show them that you are
genuinely interested in what they're doing in this position. And it's going to help you go further. That's going to advance you to the next round. Now, at the end of the interview, what you
want to do is ask them, �What are the next steps?� if they don't already tell you. If they don't already tell you what we're
going to do next, ask them say, �So, what are the next steps? When can I expect to hear back from you?�
And also, get their contact information. Get their phone number, get their email address;
whatever it is. Get their contact information and ask them
say, �Hey, if I don't hear from you in the next week or so, do you mind if I give you
a call to follow up? Because I'm really interested in this position.�
And of course, they're going to say, �Yes.� Now, sometimes, and the reason you want this
information, sometimes they forget they had a conversation with you. They have 20 or 30 conversations every day. Your name just might fall through the cracks. You might be someone that they're interested
in, but for whatever reason, they forgot about you. So, if you don't hear back from them in a
week or two, give them a call. Say, �Hey, it's Don Georgevich here. We had a call last week about the programming
position. I'm really interested in that. How are you guys moving out on that?� You
always want to do those follow up calls. Nobody does follow up calls. Everybody just likes to do e-mail and text. But a call sends such a bigger, larger message
that says, �Hey, I am really interested in doing this job. I want to do this job. I am reaching out to you on the phone to talk
to you about doing this job.� It Just shows genuine enthusiasm. That's how you go farther in the process. So, that's really about it on the recruiting
call. Remember, the point of the recruiter call
is to pre-qualify you to move on to another round of interviews. So, usually, in an initial recruiting call,
they're not going to go into all kinds of behavioral questions and stuff. They're really just going to touch on what
you're doing now, what you're looking for, what you like, what you don't like. That's about it. They're not going to go into all kinds of
detail; unless it's a different kind of interview, but usually, they'll tell you that. But like I said at the beginning of this video,
they're going to schedule just a brief 20-minute call with you, just to touch base and see
if there's any kind of mutual interest. They're not going to go into all these scenario
questions and stuff like that. They're going to stay real high-level and
just look for mutual interest. That's the whole point of the recruiting call. And you need to prepare for that. You need to think about what's important to
you in this job, so that you can express that to them and they can see if there's any interest
there. And then if there is, they will advance you
to another round of interviews. Usually, that'll be an in-person interview
or another phone interview or a Skype interview with a hiring manager so that they can dig
a little bit deeper to see if you meet their qualifications. So, that's really the whole job of the recruiter;
whether they're internal or they're an external recruiter. Their job is to go out and find people that
match a specific job description, do a brief interview with them on the phone, ask them
a few qualifying questions and then advance them to the next round or not advance them;
discard them. All right. That's all I have for you today. I hope you found this helpful. If you like this video and you liked the kind
of things we're doing here, make sure you subscribe to my channel. Leave me a comment below and tell me about
your last recruiting interview and how it went and what kind of questions that they
asked you. All right. That's all I got for you today. We'll see you in the next video. Take care. Bye now. And good luck on your next interview. We'll see you next time. Bye bye.
