I recently had three very different chances to interface with recruiters regarding the same possibility, in this case, for technical writers. While that’s generically “a club in my bag,” it didn’t get much play until I added a resume on DICE site.
So, Basic point: Know which sites work best for your skill set and goals as freelancer/copywriting resource.
Two people, who supposedly know how certain skills may fit with work orders, told me Monster and Careerbuilder were places they found most of their placements and possibilities. I’ve never liked those chronologically-oriented sites, and there have been plenty of possibilities on LinkedIn and FlexJobs, including top of my list consideration, remote options.
KEYWORDS – BIG DIFFERENCE
It’s worth noting that early searching for ‘Writer’ roles on LinkedIn often produced more Underwriter and Service writer possibilities than creative positions. Putting ‘content creation’ and ‘writing’ vs. writer in the keyword box, that went from barely a handful to nearly 100, and often included marketing and editorial managers. Knowing more than one way to look for things is a legitimate piece of any search effort.
Another phrase that bears examining is ACHIEVEMENT as part of Administrative/Executive Associate submissions, but I’ll save that for another day.
It’s been proven throughout this pandemic, when working remotely quickly became a negotiable factor. There are frequent online opportunities to contribute from a laptop – good content can be created any time or place.
I’ve held certain opinions about recruiters, but the constancy of online searching leads to the continued opinion about whether current “talent gaps” could be mitigated if finders of people for positions did a better job of interviewing.
Admitting first contact appointment-getters – with fairly heavy, difficult to understand accents – threw me a little is true. Repeatedly asking callers to slow down, and yes, thinking scams often flourish with confusion, being on guard is a legitimate state. We’re all aware that “others” are constantly phishing for data.
I admit being less nice to him, but fixing my attitude about different groups of people contacting me out of the blue with “I saw your resume…” came through just in time.
Key in recruiters getting what they need
One caller was totally from left field, because he was trying to work with an online resume from 2015 (Careerbuilder). Trying to steer him to more current information like LinkedIn seemed futile. Trying to explain a 2015 post-Recession in retail resume, which represented nothing I was trying to accomplish now – just, no. Thinking I could turn that option into even a 3-month contract wasn’t a reality.
Talking with Recruiter #2, the ‘take over’ local (Charlotte) person I’d scheduled a call with, left me far far less confident about success, compared to the CBD company I connected with through LinkedIn right after New Years. Maybe he was describing a totally different job, which it turns out he was, compared to Recruiter #3. I found out a month later #2 was actually right on about a situation that sounded far above my comfort level regarding previous technical expertise.
There’s a definite difference in needing-to-be-done-a-certain-way design, info for multiple layers of starting-from-scratch technically sound, subject matter expertise writing vs. something closer to compilation and interpretation of content and “editorial values,” and again, I’m not a coder.Recruiter #3 was Goldilocks – just right. Not just a pro out of Philly who once interpreted my resume exactly the way I wrote it, but a unique “You’re not a Robot” corporate POV, asking to know what *I* thought was Special about me.
That’s a WHOLE different POV on my matching the client’s web/content management needs, and don’t burn bridges with recruiters, but having an above average and realistic interview is still the goal of responding to online-available descriptions. The Boomer in me still says, “No guts, no glory,” and finding another challenge that I’d be up for, stretching out some less-used small group inter-personal communications again, well, this wasn’t the Nigerian Bank Scam.
I haven’t been intimidated about using systems listed in job descriptions, and glad to know about up front training, which is nothing but good business, and I’m prepared for what I’m expecting will be a very enlightening kind of call.
Recruiter Guy #3
Have you ever wondered if a recruiter has seen your LinkedIn profile, or knows how your real estate years make use of research and database skills? and made a suggestion about amping the job titles regarding tech writing for two specific jobs. He liked the continuity of ‘2000 to Current’ – and frankly, side hustle business doesn’t have to pay all the bills to go on your CV. When its relevant, make sure its known. You’ll rarely get asked about things people don’t know are possibilities.
- Customer ordering and return procedures, written for “guys in the pits” v. front office personnel, regarding industrial laundry equipment.
- Editing and formatting of 65 page Monthly Management Report – from 17 contributors.
- After Hours Care ‘cheat sheet’ of weekend staff procedures
CDTalent Enterprises has produced in a variety of situations that create editorial depth.
This is an upgraded kronut by Sugarrmann, with an extra blob of flavorful lemon under the glazing, after I reviewed a previous version’s tastefulness. I’m not a coder.
I appreciated speaking 40 minutes vs. ten – If you’ve gotten jaded hearing about recruiters and eight seconds checking a resume, getting to phone calls is actually the goal. You don’t WIN! because someone responded, and IMHO, getting the right kind of help by better communicating your expertise is its own reward.
As a gig, we’ll see about phone interviews next week, but part of my work system is to keep the professional options hopper productive. While its proof nothing goes away on the Internet AND what it can deliver as results, I’m elementally glad my opinions about how much better recruiters could do with interviewing turned out to be right.