Finding a new job may not be easy, but sometimes it’s just as hard to be on the other side of the hiring equation. This week, we’re putting the spotlight on the problem by showcasing an industry where employers have a hard time hiring and keeping employees.

We’re talking about the transportation industry – and truckers. Whether you love or hate tractor-trailers on the highway, the trucking industry moves supplies that feed us, clothe us, house us, and cure us when we are sick.

Yet Tucker Robeson, CEO and Co-Founder of CDL Helpers, a company that provides employeeretention services to the transportation industry, says the system truckers use to hire and retain employees is beyond broken. So broken, there’s an 89% turnover rate of drivers year-to-year in big trucking companies. Can you imagine working for a company where less than one out of ten employees stay for more than a year?

How expensive is this problem to the trucking industry? Robeson says it’s a $5B dollar problem, and he’s created a business to help fix it. A former recruiter, Tucker was born in Winona, MN and graduated from Saint Mary’s University of MN with a degree in Entrepreneurship. He started CDL Helpers to change the way the trucking industry thinks about its work force, and how drivers are treated and supported by their employers. In a nutshell, Tucker’s mission is to make the trucking industry ask “how’s my hiring?” just as frequently as they ask “how’s my driving?”

We sat down with Tucker to get his perspective on how the recruiting process is flawed and how it can be fixed. While today’s process focuses on the trucking industry, the problems faced by companies in this industry are not unique – many industries struggle to find employees and manage their own reputations. Want proof of this? Just ask companies who’ve had their jobs profiled on the TV show Dirty Jobs?

Here’s Tucker’s take on the challenges faced by the trucking industry in hiring, what’s broken and what can be fixed, and how you can feel confident when you’ve found the right company to work for…

This is the first of a two part series, next week we’ll share Tucker’s unique take on job search strategies that work – and learn more about how he hires!

You say that the recruiting process for the trucking industry is fundamentally flawed. How so? What’s the problem – and what are the costs to both the industry and employees?

Recruiting new truckers doesn’t address the real problem the trucking industry faces: Why are people leaving? If I’m running a successful business, and I pay/treat people fairly, shouldn’t they want to stay?

So many trucking companies have had their names poisoned by former employees, recruits, and others that had a bad experience.  Since they weren’t customers, nobody thought to focus on their personal experiences with the company.  However, bad experiences they encounter could ultimately, end up hurting the company in the future.

When I used to recruit drivers, there were some companies I couldn’t pay people to go to, just because they had heard some horror story from another driver at a truck stop about things going sour. Word-of-mouth is incredibly important to drivers as they look for work.

What are common qualities of top employers in your industry? How can job seekers spot companies who have these qualities?

As is the case with many industries, top employers in the trucking industry are hard to recognize because a lot of advertising and recruiting efforts tout great things that don’t always turn out to be true, and there are very few ways to hold the bad companies accountable. So, you can’t always go by advertising.

There’s a huge lack of trust and misinformation in the industry which has left many drivers extremely skeptical or cynical. That’s part of what we are trying to fix. My company, CDL Helpers, partners with trucking companies to address employee issues. Trucking companies hire us to provide support to new hires during their first few months on a job and we have the ability to escalate problems directly to the top if necessary, to make sure their concerns are addressed.

Breaking into the trucking industry can be challenging for prospective drivers, as there are many hiring requirements that are rigid. You have to be in good physical health, hold a strong driving record, and more often than not – have experience.

Other than that, they should look for companies that are easy to communicate with. After 10 business days post-application, if they haven’t heard anything and can’t reach anyone inside, that’s often an indicator of how things will go from then on out.

The best trucking companies to work for are also usually the hardest to get into. They require the most experience, and the cleanest records. Drivers that work for companies that are headquartered or have a main terminal within 30 miles of their domicile seem to do much better. If drivers can’t find a company that’s close enough to home, they should seriously consider either re-locating to another area, or looking into other careers. Their time at home will be better, they won’t have to risk as much of their own personal resources going to orientation, and they will probably have more reliable miles at the company if they live close by.

Stop by StartWire News next week for Tucker’s perspective on great ways to stand out in the applicant pool and get noticed. In the interim — if you haven’t done so already — pop by StartWire and take advantage of our free tools to organize your search.

Arie Ball is the Vice President of Talent Acquisition at Sodexo, the leader in Quality of Daily Life Solutions with more than 120,000 employees in the US and serving more than ten million customers daily.  Building on a career of operational management, Arie assumed a leadership role within human resources in 2004. In this role she leads the company’s first ever centrally managed, cross divisional recruitment organization that focuses on sourcing, attracting and recruiting top talent to Sodexo, and identifying internal employees for promotional opportunities.

Arie invites you to connect with her on Twitter, Linkedin and Facebook.

Sodexo isn’t just a leading provider of food services across industries, you are one of the top ten biggest employers in Europe. How do you find candidates?

Sodexo’s presence goes beyond Europe and the U.S. We’re the 21st largest employer worldwide. As such, we’re known as a leader for innovative methods to attract, source and retain top talent. We actively seek candidates through direct sourcing, our social media and talent communities, college and military recruitment, strategic relationships with professional organizations, employee referrals, our alumni and other sourcing tools.

How does a candidate get your attention?

Candidates who have thoroughly researched our company and tailored their resumes to match the posted job description are more likely to stand out to our recruiters. We like to see a direct relationship between a candidate’s qualifications and experience with the open position and providing concrete examples of accomplishments is a plus. And, candidates who network with our staff live or online get noticed.

What types of positions are you hiring for right now? Any subsidiaries of Sodexo that job seekers should also be on the lookout for – and might not know about?

Many view Sodexo as a hospitality company, but, we offer so much more. Jobs are available in IT, energy management, facilities, clinical nutrition, and more! And, we operate in several environments, including Hospitals, Senior Living, Colleges and Universities, School Districts, , Corporate Environments, Federal Government, Military Bases,  Remote Sites, Conference Centers, and Leisure & Entertainment.Some of our subsidiaries include Circles Concierge Service andComfort Keepers.

What makes a great candidate beyond doing research on Sodexo? Does it help – for example – to have an interest in the hospitality industry?

It’s more than having an interest in the industry – it’s about wanting to provide great customer service, to provide solutions that meet our clients’ needs, and a desire to improve upon on our existing models. And, great candidates can succinctly describe examples of their work and how they’ve achieved accomplishments that align with the work we’d expect from them.

Sodexo has built a strong online presence in social media. What’s the best way to engage you online? Anytime you haven’t hired a candidate because of information they shared online?

On the Sodexo Career Center site, our Network with Us page provides many venues from which to engage with us. We’re active on Twitter, Facebook and LinkedIn– along with other  platforms. To engage with us, don’t just follow us. Share information, ask a question, leave comments.  And, reach out to us in multiple places so we can be sure to connect with you.

Do you have any “never do” tips for individuals for working with recruiters?

When working with recruiters, never misrepresent yourself. Be authentic. Have integrity. Be patient. Be professional.  And, remember that not every job is going to be a perfect fit for you. If you don’t get the job, build a relationship with the recruiter. If you’re interested in working for the company, the recruiter may keep you on his or her list for other opportunities.

Any bad assumption that you see job seekers make in applying for jobs at Sodexo?

Often candidates will assume that just because they have the right background and experience that they’ll automatically move forward in the hiring process. But in this economy, some jobs can attract more than 100 candidates, so, it’s important for candidates to do everything possible to be competitive – research the company, tailor their resume to highlight key qualifications, and find opportunities to network with the company and stand out.

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

What other factors should candidates consider when looking at Sodexo as a potential employer? What is the career growth potential?

A great feature of our company is our focus on development which makes it possible for an employee to have multiple careers without ever leaving Sodexo. Given our size, the fact that we’re in 80 countries and because we do so many different things, career paths can be varied. We invest in our employees and their career growth, and it’s not unusual to start in one career and move into something else.

Use it now—actionable—advice for job seekers:

Fully research the companies for which you want to work. Consider the qualifications required for positions and tailor your resume accordingly. Take advantage of opportunities to network with company employees to learn more and position yourself for opportunities. If invited to interview, come prepared to describe relevant examples that highlight your background, experience and how you achieved your goals.

Like what you’ve read? Catch more of StartWire’s exclusive insider Q & A interviews as well as the lowdown on companies that are hiring through news.startwire.com

Amy Ng is a Senior Vice President of Human Resources at Citi where she independently provides creative social recruiting solutions for a staffing community of more than 200 members.  Under her leadership, Citi’s recruiting professionals effectively engage online, increase sourcing opportunities, and create a pipeline of potential candidates. Additionally, Citi has emerged as a leader in social media talent recruitment among financial services providers.

We asked her to provide us with the inside scoop on hiring at Citi, as well as to provide us with a few tips on job search strategy.

Citi employees manage 200 million customer accounts across six continents in more than 100 countries. How do you find candidates?

We recruit 24/7 because anyone not currently working for us is considered a candidate. We have websites for active and passive jobseekers, we actively engage via social media (Facebook, LinkedIn, Twitter, Brazen Careerist, YouTube), we attend online job fairs, use job boards, place online/print ads, and encourage employee referrals.

How does a candidate get your attention?

On average, recruiters spend less than 20 seconds reviewing a resume. Candidates need to differentiate themselves from among thousands of others.  We look for a well written and formatted resume from candidates who are knowledgeable about Citi (our goals, culture), and who can articulate how their relevant skills and work experience can be an immediate asset to Citi.

What types of positions are you hiring for right now? Any subsidiaries of Citi that job seekers should also be on the lookout for – and might not know about?

While we do have the full complement of traditional banking jobs (Teller, Branch Manager, Personal Banker, Business Banker), we are a full-service operation with career opportunities in Technology, Finance, Customer Service, Anti-Money Laundering, Sales, Analysis, Marketing, Human Resources, Home Lending, Risk Management, Operations, Compliance and Control, Underwriting, and more!

What makes a great candidate beyond doing research on Citi? Does it help, for example to know how to analyze financial data?

Great candidates are prepared for the interview and have strong financial industry knowledge of who Citi’s competitors are and what sets Citi apart.  Candidates who come prepared with questions about Citi, our culture, and the hiring manager show a true interest in our organization and the position.

Citi has built a strong online presence in social media. What do you look for when you meet candidates online?

I seek people with good communication skills who are clear about what they are looking for so that I can help them narrow their job search and get them connected to the right people. I should not have to decipher cryptic messages or guess what a candidate wants.

Do you have any “never do” tips for individuals for working with recruiters?

Never assume that a recruiter owes you anything or will just give you a job.  Instead, network with recruiters and build a relationship. Be clear about what you want and what uniquely qualifies you for that type of role. Remember: recruiters facilitate connections between candidates and hiring managers, and the candidate closes the deal.

Any bad assumption that you see job seekers make in applying for jobs at Citi?

Our recruiters are not one size fits all; they are specialized and work directly with hiring managers to fill specific roles. That’s why I only connect job seekers with the recruiters who can assist them based on each candidate’s job preferences.  Job seekers also fail to highlight the necessary skills required for the position they are applying for and expect recruiters to make assumptions about their work history.

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

How can I connect with a Citi recruiter?

Find Citi Jobs on Facebook, Twitter, Brazen Careerist, or LinkedIn. Introduce yourself and tell us what you are looking for. We’ll help narrow your search by job type or location. Once you find a job that interests you, we’ll connect you with the appropriate recruiter.

Use it now—actionable—advice for job seekers:

If you haven’t already, create at least one profile on a social or professional network so you can find recruiters willing to connect with candidates. Then, network with them and build relationships. Above all: Be gracious and let them get to know you and your capabilities so they can best represent you to the hiring manager.
 

Tom Bolt is Managing Partner of Leute Management Services founded in 1996 which provides HR management consulting with primary focus on global staffing and recruitment.  Tom crossed over from engineering into HR, and uses his technical side to embrace social media as it interfaces with HR. A former contract recruiter for companies including ESPN and Novartis, Tom is also a strong advocate for job seekers and serves as a facilitator for the Hire Friday (#hfchat) on Twitter.

How does a candidate get your attention?

Job search is like recruiting in reverse; there are diverse ways to get attention. Think like a recruiter and find me anyway you can. Respond to me via the usual ways – apply for a job online, engage me through networking contacts, use social media, cold call me. Following up with me on LinkedIn after we’ve met is better than handing me a piece of paper.

I appreciate directness from a candidate. You are not running for Miss America, you are not asking for World Peace. Tell me how your skills line up to the job; what matters most to my clients is how you fit the job. Showing me your personality and unique attributes is helpful, but focus on the job first.

What makes a great candidate beyond the tech skills?

I’ve worked as a recruiter at career fairs at MIT, and I can tell you that candidate “intelligence and work ethic” is something that I look for.  When I look for the best employees, I look for people who are smart and work hard. You can do by showing me what you do well.

I’m interested in measurable accomplishments. Highlight the things that are unique, tell me stories about what you’ve done—show proof that you understand the job and that you have potential for career advancement after you get hired for the job.

 I always recommend candidates who show they have the aptitude, capacity and understanding necessary not just to perform the job that they’ve applied for – but also the job at the next level.

Do you have any “never do” tips for individuals in working with recruiters?

The biggest negative to me is when someone refuses to accept that they are not the best fit for a job. Don’t argue with me if I tell you that you are not a match for a job.  Leave your frustrations at home.  Be positive. If I can’t work with you now, I may be able to help you later.

You’ve worked as a recruiter for ESPN.  Any tips for people who are going after their dream job?

You have to be able to translate how your skills get the job. Showing you are passionate about a company – or a job function – is great, but you have to be grounded. Show your competencies for the actual job first. Take time to understand what the company – or job does – behind the curtains.

When I worked for ESPN, I was hiring for jobs in digital media in areas that included fantasy sports. Almost everyone said, “This is my dream job.”  Other candidates—especially those in print journalism – said, “I’m applying for this job in part because I think my job is going away – and will be obsolete.” This isn’t a compelling answer – you have to be able to translate how your skills fit the job. You have to show the connections.

Early in my career, I worked for a company called Prodigy which was an early internet service provider. I worked with that company from the beginning, to a point where they had over 1,000 employees, and through two rounds of layoffs. Over the course of my career, I’ve been able to use that experience in hiring for other companies. You have to be able to translate how you see the dots over your career connecting, to translate your value for others.

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

What don’t candidates do enough of?

People underestimate the need to do self-assessment and to reflect. The time to look in the mirror is early in the process. Do this before the interview. That’s going to help you in your work.

Get feedback from others in the process. It’s really important to overcome negativity. If you didn’t get the job, how are you going to get the next one? How are you going to engage the person who told you “no” the next time around?

I am the co-moderator of Hire Friday, a weekly chat on Twitter under the hashtag #hfchat. A lot of our participants come into the conversation with an attitude that HR, or the recruiter—or someone on the hiring fence is an enemy.

This isn’t true. You aren’t talking to an enemy, someone who’s going to put you out to the wolves, or in a minefield. You are talking to someone who needs to fill a role. Many recruiters are compassionate. We want to educate you about the things you don’t know about job search. We want to help you, and we want to help our clients. And we’re willing to work with you.

A good recruiter will place the candidate at ease, and will find out what motivates them. If you find someone who values your skills, they may also help you with the process.

Use it now—actionable—advice for job seekers:

Think. See. Do. This is how Olympians train. Think about a pole vaulter. You envision your goal first, than do it. Think about yourself doing the job, see yourself doing it, and then do it. When you can see yourself in a role, the employer can see that, too.

StartWire continues to close the ‘black hole’ with new release that include SMS updates on job applications and a major expansion of employer network

Lebanon, NH (PRWEB) April 4, 2011

StartWire™ (http://www.startwire.com), a start-up focused on radically improving job search, today announced a major upgrade that allows job seekers to get daily updates on their job applications from more than 2,100 employers via text message.

“Job seekers hate the ‘resume black hole’,” says Chris Forman, CEO & Founder of StartWire™. “Today’s release builds on StartWire’s ability to provide job seekers daily updates on their applications from most of the major employers in North America. By enabling SMS alerts and growing our employer network, we’re pushing down the path to making the ‘black hole’ less dark.”

StartWire™ is free, easy to set-up, and works across all industries and functions. A user simply shares some basic information about where they’ve applied and their application. After that, StartWire provides daily updates for all ‘tracked’ applications and instantly notifies the user with an email or text message alert if their job status changes. Today’s release supports more than 2,150 employers with that number growing to more than 5,000 in the coming 2 months.

StartWire™ includes a suite of other innovative tools to radically improve job search including:

• Social & Behavioral Job Discovery: StartWire’s™ job search engine allows users to discover jobs they like based on their actual job application history as well as where they have personal or professional connections.
• Confidential Networking & Activity Sharing: StartWire™ allows users to confidentially share their job search activity with a few trusted friends to get their advice, inside connections, and support. Using what’s called a Postcard, users can share their interest in a specific job or their complete job search history and receive confidential advice and connections without the risk of data being shared on more public social platforms.

• Free, Expert Advice: StartWire™ also offers FREE expert advice from world-class job search experts. Inside StartWire, you can ask questions about any job application and get private, on-target advice from experienced job search coaches in the business.

StartWire™ launched in early 2010 to rave reviews and write-ups in US News & World Report, About.com, ERE, HR Executive Magazine, & Career CrossRoads. StartWire™ is the 1st product commercialized by StartDate Labs™ – a recruiting and job search technology incubator. StartDate Labs is based in Lebanon, NH.

Video interview with Bill Vick (http://www.xtremerecruiting.tv/)and  yours truly about StartWire and where we are going.

Maureen Crawford Hentz is a nationally-recognized expert on recruiting and job searching.  Currently leading talent acquisition operations for a major US company, she has also worked on the other side of the fence as a college director of career services.  She refers to herself as an “unrepentant recruiting and job searching dork.”

We sat down with her and asked her to talk to us about interviewing.

 How does a candidate get your attention?

I like a candidate who is personable during the interview. Don’t be so stiff and formal that I can’t engage with you. I like to hear you laugh during a phone interview. “I like to hear, ‘ Hi, I was thinking about the interview last night, I want to make sure I share with you…’ then I can see your sense of humor.

Your phone interview is the most important thing you do all day, my phone interview with you might be the 16th one I’ve had all day.  Think about yourself in the context of what the recruiter is doing for the rest of the day. Think about it like Halloween and Trick or Treating. The kid who comes to the door and is in a homemade Martian costume when everyone else is dressed as Buzz Light Year is the one you want to be. He gets extra candy and he gets talked about.  

Differentiate yourself with a memorable story or some sort of glimpse of your personality.  Say to yourself in advance, “How is my interview going to be different if they are asking many people the same question?” One way to do this in a job interview is to bring a portfolio of your work.  “I brought you a portfolio, want to see it?” Let me look at it, and ask you questions about what I’m interested in. Don’t narrate it and say, please turn to page 90.

 Send a thank you immediately, and be specific about the job—and what we talked about.

Any bad assumption that you’ve seen job seekers make in applying for jobs with you?

Being qualified for the job is not the same as being able to get the job. Don’t look at yourself and say, “I’m qualified for the job, that speaks for itself.” If it is a dead heat in the applicant pool, companies hire the candidate who brings the x-factor to the interview. The X-factor is engaging in the interview, being curious about what the work is.

For example my company hires people to work in power electronics.  We want to know you are passionate about it.  We want Power Electronic Engineers who are career engineers, not just someone looking for a job. We want you to be engaged in your career, because we’re going to be engaged in your career for as long as you are with us. We need to see your own level of engagement in your professional development, so we can see where we can be engaged in it.

I want to hire the dorkiest people, the people who are the most into their jobs. I want the person who reads the journals, who asks me if we will pay for professional conferences. I want to send you to a conference. I want you to ask, “Are there industry journals available? Is there a program that will help me make my skills better?” It’s not that I don’t want you to play soccer at lunch, I do…I just want to also know that you care about the work and your own professional development.

Here’s a great question, “How do you grow people into this job? And how do you prepare people for the next job?” It’s a useful question for the candidate, because they get to learn about our internal environment as well—you get to see what skills are most valuable to the company. You learn the company culture in a way that people might not even be able to articulate.

What makes a great candidate?

One thing that I’ve seen candidates do occasionally really well is to refer candidates. If you know that a company is hiring for multiple positions, refer your friends—even after you’ve interviewed. Let me know you’ve sent your friends. It exudes confidence and it makes you a value added candidate. It shows you are already working for the company before you are hired. That is really, really impressive.

Do you have any “never do” tips for individuals in working with recruiters?

Don’t send a recruiter an invite to connect on a social network. You are playing baseball with a golf club. Linking up is not the same as networking. Know the difference.

It is not 1986, so don’t call me to follow up.  It doesn’t look good for you when you call after three days to ask about your application.

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

That’s the question candidates should be asking, and that’s my answer to your question. It allows the recruiter to say what’s on their mind, and it turns the table from you being screened to you being wooed, because whatever I tell you gives you extra insight into our company.

Use it now—actionable—advice for job seekers

Apply for the job as soon as you see it. When I first post a job, I’m very focused on it.  It’s top of mind.  Because it’s top of mind, the candidates who apply early are top of mind too.  We never say “hey, let’s sit on these early awesome applicants in case someone better comes along.” 

Keep your applications fresh— don’t let them expire.  If you’re interested in a company, update your profile every month or so.  After about 30 days, I assume that a hot candidate has already gotten a job.

Michael Gruber is the Chief Client Officer of The Right Thing, Inc., a global provider of services designed to help companies identify great candidates for employment. In addition to his 10 years of experience in recruitment process outsourcing, Michael was an HR Leader for the largestpersonnel branch of the U.S. Army in Europe.

We asked him for his thoughts on how to be a great candidate.

Based on your work from the “other side of the hiring desk,” what’s the biggest mistake you see candidates making as they apply for new opportunities?

The biggest mistake I see candidates make is one that can be fixed: Look at the hiring process as a project, not a “wait and apply.” Too often candidates focus on the first stage of the hiring process—finding an opening, submitting a resume—and have a disorganized approach to later steps in the hiring process—from researching employer interests and interviewing to background checks.

Job seekers should be prepared to do more that submit a resume and interview for a job. Make certain what is in a resume and application will hold true to a background check in advance. Connect with friends who work at the company, get advice on how to answer a tough interview questions, prepare your references before you are called.

There’s a lot of talk about the importance of understanding SEO and the right key words to use when applying for jobs? Is this really important? If yes, how can job seekers make sure they are visible to recruiters and hiring managers?

What you need to understand first is that employers are as focused on being found by candidates as you are in finding a job. Hiring managers want their job postings to be found first, you want your resume to be seen quickly.

Use keywords in your resume and online profiles that correlate well with jobs you are qualified for. This is a good way to get found by recruiters and hiring managers. But, don’t exaggerate. You want a resume that is sophisticated enough so that your will be picked up, but you also want it to be genuine enough—and truthful above all else.

Your company provides services that help recruiters find passive candidates.  Do you have any suggestions for candidates who don’t want to publicly disclose they are looking for a new job?

Any information that is available online—social media profiles especially—is essentially a resume. Make sure your social media profiles articulate your key experiences and accomplishments.

Beyond an online social media presence, join associations within your industry, be vocal and showcase your expertise by participating in events, online discussions, and on blogs. Share your interests with friends and recruiters and ask that they keep you in mind—but make sure you ask for confidentiality. Good recruiters within agencies or RPO firms are good at retaining confidentiality as they share candidate credentials with potential employers.

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

What makes matching the right talent with the right company so challenging?

Recruiters look for talent every day, but job seekers don’t look every day. You need to think of job search as a job in and of itself. Try to be as knowledgeable about the hiring process and savvy as a recruiter when you apply for jobs. Be a great candidate, and your potential for being found for the right job will increase quickly.

Use it now—actionable—advice for job seekers (in 140 characters or less):

Job search is a process. See it as a project. Don’t just find a job and apply. Understand how the process works, develop a plan, and execute.

Kelly Dingee is a Strategic Recruiting Manager with Staffing Advisors, winner of the 2011 “Best of Staffing” award for client service. In addition to sourcing candidates and recruiting talent, Kelly has trained recruiters on best practices for finding talent—she’s worked for AIRS and is a guest contributor to the talent acquisition blog, Fistful of Talent.  We sat down and asked her what you need to know about working with recruiters.

You work for a retained search firm. How do you find potential applicants for jobs?

We source candidates through multiple channels.  We use select job boards and perform an extensive amount of research online to access passive candidates that have created resumes or profiles.

There has been a lot of talk about how job boards don’t work—and how companies are no longer using them. Do recruiters and hiring managers still use them to source and find candidates?

Yes, recruiters still use job boards, but they no longer post and pray.  95% of the time our firm starts searching online before our posting hits job boards or website. 

What is the biggest faulty assumption that you see job seekers make in looking for jobs?

The biggest assumption? That you can do what you did the last time you needed to find a job, that just submitting an application will get you an interview.  Jobseekers can’t just “post and pray” in this day and age.  Applicant tracking systems are often a black hole— resumes go in, and sometimes they’re not brought back out. 

To keep your resume at the forefront for review, you need to find someone in the organization you’re applying to. Referrals are King: They are cost effective and employers like receiving resumes from great employees. Getting referred in is like having an instant reference. 

Don’t be afraid to ask for help. Even if you are only on an “acquaintance level” of friendship with your contact point in a particular company, most people who have survived the recession will pay it forward and put your resume in front of the Hiring Manager or HR.

What is the biggest mistake you see job seekers make in applying for jobs?

Don’t apply for jobs that you aren’t qualified for.  Read the qualifications.  If you are not a fit, don’t expect a call.  And if you are a fit, make sure you’ve demonstrated on your resume or application the skills that match up to the qualifications.  Recruiters aren’t mind readers; it has to be spelled out for you to make it to the first interview or phone call.

What are your pet peeves for working with candidates in the recruiting process? (Or to phrase it differently: How can candidates make your work easy?)

Make my work easy?   To paraphrase the Spice Girls “Tell me what you want, what you really, really want.”  I’m an upfront researcher and recruiter.  I’m not interested in doing a dance or playing games:  If I can help you, I’ll tell you I can.  If you’re not a fit, I’ll tell you that as well.  Help me find you by being findable.  Build a profile, have a resume ready, even push it out online.  Skip the fluff words and provide me with details on your skills.

Are there any questions I haven’t asked that I should be asking? What’s the question, and what’s your answer?

Should you make contact with a recruiter or candidate sourcing manager?

Absolutely.  And unfortunately you’ll probably meet some you don’t care for.  There are ethical and respectful recruiters and sourcing pros out there, but you may have to kiss a few frogs to find the ones that will work best with you.

If you’ve been contacted by a recruiter, acknowledge them.  Even if you say “Thanks, but I’m not interested,” you will be noted as a class act.

Want to make yourself even classier? Pass the opportunity on.  Referrals stand out in a recruiter’s mind.  The next time they have an opening that would be perfect for you, they’ll remember the referrals you passed on and reach out to you first.  

Use it now—actionable—advice for job seekers (in 140 characters or less):

Network.  Build an online profile.  Be a referral king.