Can you tell us about your current position and experience as a recruiter? 

I have been a involved in technology recruiting since 1989 and for the last 9 years I have focused on recruiting for software companies primarily dealing with professional services groups. 

How is being a technical recruiter different that of a regular recruiter? 

Some recruiters out there are generalist and can and will recruit for any positions. I have spent time understand the business side of a software company and how that can affect the types of candidates you recruit. 

The US technical job market – how would you describe it as it is now? For the rest of the year? 

I think you will see and uptick in hiring from companies but it will still be a challenge for recruiters who are on the front lines. We have never had such a bad employment situation so the pool of candidates is greater than ever. This will translate into companies needing very Sr recruiting talent to “sift through” the sea of candidates. One of the top concerns of mine is that the best talent is not moving. In other words the people at companies who survived the multiple rounds of layoff are viewed as employees that companies cannot loose. Those are the candidate a recruiter needs to tap into. It is the classic passive candidate who has not been forced to look for a new job. They make the best recruits. 

What’s the top misconception about the interview process? 

I think the biggest mistake candidates make is they underestimate the value of a well written resume. The resume is the reason a candidate get an interview to begin with. During the interview, too many people, both interviewers and interviewee’s do not focus on what they have done and how it relates to what the job is. In other words, have you as a candidate done what the employer is looking to have done? If so, were you successful and why? Too many times I see candidate striving to be “liked” instead of showcasing their experience and ideas. 

Is it ever a good idea to bring props to an interview? 

Not unless you are specifically asked to do so or if it is a part of a presentation. 

What is your advice for someone who has been out of work 6 months or more? 

Hang in there, you are not alone. With the market the way is has been, being out of work for an extend period of time is not a show stopper these days. It is a good idea to show that you have used your down time effectively. Telling a potential employer that you have focused on your job search 100% of the time is a mistake in my opinion. You should demonstrate balance in you search with constructive activities like schooling or even volunteer work. 

How do you add value as a recruiter? Do you have a unique approach something that makes you different? 

Yes but I usually charge a fee for that service. Experience makes all the difference. 

Tell us about linked-in and its use in the job hunt? 

Great networking tool however it seems to be heading down the same road as Monster and CareerBuilder with job postings and resume databases. Take advantage of your recommendations on Linked In. Collect and give as many as you can. 

What is your top 3 “never do this in an interview” list? 

- Never assume you know everything – you cannot be a “fit” for everything you interview for.
- Never underestimate who you are interviewing with.
- Never overpower in an interview – humility is a great interview weapon.
I’ll add a fourth…be positive, focus on positive statements, do not bash or bad mouth past employers or experiences. 

Do you have 2 or 3 silver bullets for us? 

Yeah but it will cost you! 

 Glen Beaton has 20 years of technical staffing experience and currently works for Greyhound Consulting.