Karen is the manager and owner of Raymond Alexander Associates, a full-service recruitment and staffing agency based out of New Jersey. Interested students should consider degrees in communication, marketing, psychology, and of course, human resources.
Transcript
>> My name is Karen Jaszerski [phonetic spelling], and I am in the staffing industry. I work for a small family owned business that does recruiting in accounting and finance, office administration, and some other new areas. We've been in business since 1970. Primarily, it starts with our clients which would be -- we actually have clients on two sides. We have companies that are our clients and we have candidates that are our clients. But generally it starts on the company side. So a company that we are -- currently have as a client or a new client or prospect will call or email or contact us with regards to a job opening, and basically that's the start. You know, initially we would gather as much information from them as we can on -- you know, find out as much as we can about the corporate culture, you know, size of the company, what the environment's like, what the department's like, as well as obviously the job responsibilities and specifications. And then it's our job to go out and find somebody that would be a good fit for that. So then that takes us through the other side of the process which is basically working through the database of candidates that we have and then also utilizing other tools to look for new candidates that might be good prospects for that. So that could be, you know, utilizing sites like CareerBuilder, Monster, LinkedIn, craigslist, Indeed; could be just networking with our own database to ask for referrals and put the word out on things that we're -- people that we're looking for. And it could involve some direct cold calling, you know, recruiting into companies where we know maybe those people might exist. And then it's a matter of, you know, kind of going through the whole job opportunity with the candidate, making sure they're interested in it. If they are, doing a presentation to the client, meeting with the candidate so that we have first-hand, you know, knowledge of them and can offer our clients a little bit more detail on the person and make sure that we think [inaudible] what the client is saying the environment is, that the person would be a good fit. And then it's really setting up the interviews and coordinating that process and debriefing and, you know, following up on both sides. So, I mean, one thing that's interesting about the sales process is you have to sell on both sides because your client has to be equally interested and your candidate has to be equally interested. You know, a lot of sales jobs it's a one-sided process. Your -- you know, you have a product, and your product is basically going to go wherever you can open the door for it to go. But here you're really dealing with, you know, people on both sides. And so it's a little bit tougher process from that standpoint.
Download transcript
