There are three compelling reasons to select a smaller boutique firm over a large firm, which are outlined below:
Companies are often faced with the challenging task of finding and hiring new talent in order to keep their businesses running smoothly and profitably, as well as to achieve growth targets. You may make the decision to work with an external search firm based on a myriad of reasons. However, there are countless search firms out there to choose from, so how do you know who to hire? Some are focused on particular industries, and that can make it easier to narrow down your choices. But how do you choose the size of firm you work with?
I am an experienced recruiter and spend a fair bit of time networking and recruiting on LinkedIn. Throughout my career in social recruiting, I have witnessed both a lot of really weird and really amazing profiles on LinkedIn. Based on my experiences, I decided it would be helpful to share some top tips with you that will ensure you are maximizing the effectiveness of your profile and guarantee you are putting out the right impression of yourself in this professional network.
What you really need to think about is the reason why you have a LinkedIn profile, and then ensure how you use it aligns with that purpose. I’m going to venture a guess that 99% of people use LinkedIn for professional or career related purposes. If this is the case, then I have the top 5 things that you need to consider that will make or break your LinkedIn profile.
I have a confession to make: I rarely read cover letters. I hate to admit this knowing how painstaking it is to write a cover letter. Unfortunately, it’s the sad truth. The reality is, as I have said before, most recruiters are just too busy to thoroughly review each and every one of the hundreds of applications they receive. Not only that, but I personally find that cover letters are purposeless and redundant of the resume for the most part.
Below, I list the top three reasons why I feel cover letters are pointless and why recruiters and hiring managers should stop requesting them.