Medical Device Talent Podcast Mike Adamo

It’s the age-old battle, internal recruiters disparage Headhunters and Search firm people trash HR. Let’s take a fair and balanced look that the benefits and limits of each of these valuable hiring resources. 
What’s the deal with recruiters?
In my previous book, I discuss the different types of recruiters and how they can help people with their career. Let’s invest a few minutes exploring how they can help you hire. There are two classifications of recruiters, internal recruiters and headhunters.
The pros and cons of Internal Recruiters
Internal recruiters are the recruiters that your company employs to handle your open jobs. The advantage of these folks is that you’re not paying any additional external fees for this person. The cost to a company for this type of resource is fixed, typically you pay them a salary or hourly rate without any commission so the cost is the same regardless of how many people you hire. The other advantage is they know the culture of your organization and what type of people work best in it. The disadvantage is these folks is tend to have a very high workload. This means they have little time to reach out and attract candidates that aren’t looking for a job. The typical strategy of an internal recruiting model is to have fewer recruiters working on more job openings. 
I spent ten years managing an internal recruitment program and I’m one of the few people in the entire recruitment business book-writing industry that has worked in both internal corporate recruiting and as a headhunter. Based on this experience, I can tell you that internal recruiters are extremely cost-effective; however they struggle to find the top performers from your competitors. Internal recruiting works best when you’re hiring a large number of very similar jobs and candidates aren’t hard to find.
Their tools tend to be limited to things like LinkedIn, candidate applicants, and possibly a little bit of networking if they have any time. There is little focus on the proactive and strategic parts of recruitment. I estimate that most spend less than five percent of their time speaking to people in the industry who aren’t looking for a job. That simply isn’t an effective model. If this model works for you, that’s just great. But if you need to find a star in a shorter period of time, your best options are: A, to take matters into your own hands and reach out to people in your network or build your own network or, B, get somebody to do the job who’s already built a network of high quality candidates in your industry.
Are external recruiters better?
Since I run an external recruiting firm, you might be thinking that I am now going to tell you how great external recruiters are. Unfortunately, the majority of headhunters now work more like corporate recruiters or worse, they are pushy sales people with zero knowledge. They work on LinkedIn, they post jobs, they send whatever they find. Become an educated consumer and learn where the experts reside.  These are the individuals who can help you to target top performers, and coach you to make you a better hiring manger.
How the best recruiters work
If you ask the right questions within your network and interview recruiters, you’ll discover that not all recruiters spend all their time on LinkedIn. Some recruiters work in the old school way that existed before LinkedIn when the telephone, a database, and printed directories were the only way to find talent. They pick up the phone. They strive to identify people who are happy in their job and not looking. They build relationships and market knowledge which allows them to create candidates that don’t exist by identifying gaps in individuals’ career goals and offer new opportunity to fill in those gaps.
This skill takes years to develop and isn’t in the toolkit of most corporate recruiters. It simply doesn’t make sense for them to do this. Headhunters need to build relationships with all good candid

Want to learn how to write an amazing resume? In this eppisode I share tips that will help your resume to stand out!
Check out my book for more - http://a.co/bmapuKD
Visit my Youtube for more career advice- https://www.youtube.com/channel/UCeJgV25TpsLofxC3VriNBHA
 

This Book Will Get You Hired
Need a strategy to get your job search on track? In this episode we will cover what to do if you find yourself on the job hunt without a job.  We will explore the following:
Creating a job search strategy
Job Networking
Emotinal well being while on the job hunt

Don't let your career die! In order for your career to suvive you must take a proactive strategy. In this eposide we will explore the Cooper Color Code as it applies to career and personal survival.

Most people’s profiles really are pretty bad so it’s not hard to stand out. Let's make your profile Linkedin profile amazing!
see more on Youtube- https://youtu.be/_saTmAchohk
Critical steps to make your LinkedIn profile stand out:1) Get a Pro HeadshotImage Matters - People connect by seeing the person, they feel like they know youThe first thing anyone who interviews you or interacts in any professional way is look you up. Don’t get cute or artsy. Professional photo means professional takes the picture.In Orange County contact KLK - www.klkphotography.com/2) Improve Your HeadlineThe headline is right under your name when you edit your profile. It shows up right under your photo everywhere on LinkedIn when people see you in their search. When people consider connecting with you, and when you reach out to connect with them. A good headline included your current role along with something unique or beneficial about you. Don’t put thinks like looking for a job. It’s like posting a personal ad that makes you look desperateThis is your marketing tagline so it should be accurate and simple- what’s your promise
3) Update Your Content Creating content on your LinkedIn page helps you build your professional network faster Helps connect with people who are more aligned with your skills and career goals.
• Think Key words here, completely fill out your profile.• Use this free valuable space to market accomplishments and experience.• Include all the industry buzz words for your space and special skills. • Linked in Let’s you post videos, pictures and tons of additional content if you have high professional quality content add it.
Take a look at my profile and you can steal any of my ideas www.linkedin.com/in/mikeadamoWhile your there, connect with me.
Ok so that’s content- SimpleIn a future episode we will talk about how to build your connections faster. If you can’t wait, pick up a copy of my book it’s on Amazon in Paperback and Kindle. https://amzn.com/0998100609
We have also started production of the Audiobook versionAudiobook release is later this month. As a viewer of this show you can listen to the first 15 minutes for Free : https://soundcloud.com/user-799662292/sneak-preview-of-new-audiobook-this-book-will-get-you-hiredTake a minute to go on Amazon and write a review, it’s really important. Let me know you posted your review and I will send you your free copy of the book Don't forget to subscribe, like and share! www.linkedin.com/in/mikeadamo @meddevicetalent

Is It Really Time to Look for a New Job or Are You Being Impulsive?
The decision to make a job change can create a great deal of stress. The last thing you want to do is make a bad decision. In almost twenty years as a headhunter, career coach, and human resources executive, I have developed a framework to help thousands of people make a decision to stay or go. It’s best to know where you stand before you initiate a job search, so get out that mirror and take a look what where you stand:
How is the relationship with your boss?
Research shows that the majority of people don’t leave companies and jobs. They actually leave bad bosses to go to better bosses. It’s not to say if the other three components of this model are bad that you will stay in your job for a great boss, but you need to take a hard look at how good things are and how good your direct leadership is for your career.
 
What’s your career plan?
If you have been keeping up with my work (mradamo.com), you know I am a big advocate for creating and maintaining a career plan. The decision to leave a company should be grounded in a solid career plan. If you don’t have one, this is a good time to start that process. Another measure of this is to ask yourself if you know what the next step in your career is once you achieve the goals you have for your job. If you don’t have goals and a next step, this would be a pretty clear sign that you don’t have a clear career path at your current employer. It’s time to create one with your amazing boss or update that resume.
 
How long have you been there?
Job hoppers ultimately become less attractive candidates. If you want more on this, check out a job hopping article I wrote a while back. Generally, there is a major problem if you’re ready to look for a job less than three years after joining a company. While you can get away with this once in your career, it’s better to ask yourself did I make a bad decision? On the other hand, if you been with a company for more than seven years, you may just want to start planning a change even if the other components are not that bad. Staying too long at one company can be a major career killer. 
What is the future outlook for your company?
Now that you have analyzed the other three components that are about you and your boss, it’s time to look at the big picture. What is the future of your company? If things are bleak, you may accelerate your plans; however, if things are looking up, you may want to look for another internal opportunity or work harder to resolve some of the areas previously described.
 
So now you have the knowledge to go from impulsive to calculated. These four components work as a system. Sometimes one is a deal breaker, but often it’s the totality of the picture that drives your ultimate decision. The final piece of advice I will give you on making the decision is from Yoda. “Do or do not. There is no try.” If you make a decision to find a new job, stick to it and get it done. Don’t be dissuaded by challenge or adversity. It’s hard work to drive your career forward. If you make the call to stay, work hard and stick it out. Going back and forth or worse, interviewing and accepting a counter offer to stay, is another major career killer