>> Hi, my name is Sherry and I am a recruiter with a staffing firm
in the Philadelphia area called QUAD656.
My role is to work with companies in this tri-state area helping them to fill positions,
open positions where they need some outside assistance.
Grasp an understanding of what their needs are and then go
out through various networking sourcing, social media,
and find people with the remarkable skills and backgrounds that they're looking for.
It's all about understanding what their needs are and understanding what the strengths
of the candidates are that I meet with to make a match.
It's not really much different than matchmaking.
And it's -- it can be very, very interesting.
It can be very challenging at times because there's a lot of emotion involved in hiring
and there's a lot of emotion involved in looking for opportunities, accepting opportunities,
changing careers, and you know really driving your career forward.
A busy day was when you have multiple clients, companies,
that are looking for multiple different positions to be filled, addressed.
They need candidates that they want to see.
They need the right candidates.
And so you have to balance working with these clients, managing their expectations
of what you can find, and getting out there and meeting possible candidates,
possible interviewees that can, you know, show the companies that they have what it takes.
So I have a relationship with a CFO of a company.
And he would call me and say, okay I have a need.
I -- you know my controller left yesterday and I don't know what to do.
What do I do first?
We try and identify a job description.
We try and identify a wish list.
It's my role to understand what the environment is like so that I can figure out what types
of individuals would succeed and flourish in that type of environment.
And then I have to start sourcing through a numerous ways.
We have a database of thousands and thousands of people that we have met with.
That we have screened previously that maybe are our clients, our candidates.
Have looked for jobs in the past.
Sometimes we'll place an ad to identify new candidates.
We can source friends, relatives.
There's -- go through social media sites.
Post the job.
Adveritse the job on various sites like Monster or CareerBuilder and then the role is
to understand the strengths of each candidate.
Review resumes.
You might need to rewrite a resume when you meet somebody.
You need to understand what their strengths are.
Sometimes people don't know what they're good at.
Sometimes they don't know how to sell themselves and in my case, I focus on accounting
and finance and human resource types roles.
And those people might understand what they do
but they don't often understand how to present themselves.
They don't know how to prepare a resume.
They don't know how to interview.
My job is to help them prepare their resume.
Really get an understanding of what their background is.
Sometimes they leave things out that, I think, are critical.
That might be of interest to a particular client.
My philosophy is that you can have a different resume
and a different objective for every job that you pursue.
And you don't just need one resume.
So sometimes we have to tweak things.
And then the challenge is convincing my client that I have indeed found them somebody
that could be a great fit for their organization.
And that I suggest and encourage them to meet with this person.
You want to make sure that the person has a good background and understanding,
an insight into who they're going to be meeting with.
Make sure that they do the proper preparation so that they can present themselves
in the best light possible in an interview.
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