Job Coach Jacqui, conducts an interview with Recruiters or HR Professionals on Tips2GetaJob Series. This is excerpts from my recent interview with Chrystal Moore, PHR, Senior Recruiter for Philips.
What do you like most about working there?
I love being able to have the tools and resources to perform my job and am also fortunate to work with an amazing team and group of customers (hiring managers and HR managers).
How did you get your job?
I wasn’t looking at the time and someone that I was networking with reached out to me to let me know that a position was going to be opened at Philips. Since I was recruiting for similar types of healthcare candidates at my previous company, my peer thought it would be a good match. Six years later…I’m still here!
What industry, specialty or function are you in now?
Philips has three divisions: Healthcare, Consumer Lifestyle, and Lighting. I started off in Philips Healthcare however have touched on every area of the business including Campus Recruiting. My primary focus now is Philips Healthcare and I mainly recruit for the Customer Service portion of the business. The functions that I mainly recruit for are service engineers that repair medical equipment such as MRIs, X-Rays, Patient Monitoring equipment, and more. I recruit for both the engineers that repair the equipment hands-on as well as the team that supports our customers over the telephone.
Do you have a degree &/or certification; If so, what kind and from where?
I have my Bachelor’s degree in Marketing from NC State University (GO PACK!). I have my MBA from Valdosta State University. I have my Professional in Human Resources (PHR) certification since 2002 and have recertified every three years. I also have the AIRS Advanced Certified Internet Recruiter (ACIR) certification.
How do you stay current in your industry?
I stay current by keeping abreast of what my peers in other industries are doing. I also like to keep track of what our competitors are doing so that we can continue to stay competitive in the marketplace. I’m constantly reading news articles and information online to keep my recruiting skills up to date.
Name two ways you’re networking now?
Professionally, I would say that I used LinkedIn extensively and like connecting with people that I’ve worked with over the years as well as candidates that I’ve spoken to. Over the last year, I’ve started using Twitter as well and have made some great networking contacts through this resource. I have my personal recruiting account which is @RecruitMoore and I also tweet occasionally from our Philips North America Recruiting account which is @PhilipsJobsNA. Twitter has also allowed me to stay current in my industry due to the large amount of resources that are shared by other industry professionals. It has also allowed me to network with candidates that have expressed interest in working with Philips and some have connected back with me to say they’ve been hired!
What are your top 2 blogs and why?
I don’t subscribe to blogs since I tend to follow quite a few people through Twitter that post their blog posts through that medium.
What are your top 2 recruiting sources and why?
From a sourcing perspective, I would have to say LinkedIn is one of my widely used recruiting sources. Another source that I use frequently is our Applicant Tracking System as well as my previous notes of candidates that I’ve spoken to over the years. Most recruiters tend to forget to check their current ATS for candidates.
What do you like most about being a Recruiter?
My Bachelor’s degree was in Marketing and although I’m not a big-time Advertising executive like I thought I would be while I was in college, I love that I get to use my marketing skills every day. I’m constantly marketing and advertising to potential candidates about the benefits of our company and I’m marketing to my hiring managers why I think a particular candidate would be a great fit. Another reason why I love recruiting is that I feel it’s the “happy part” of HR. I love the satisfaction of extending an offer to someone that truly wanted to position and the opportunity to work with Philips.
What do you look for in a job candidate?
First and foremost, I have to look to see if the candidate has the necessary skills to do the position. Many of my positions require specific, tangible skills such as experience repairing a CAT scan. Once I’ve determined if they have the necessary skills, I then see if they have the behaviors and attributes that are tied to our Philips behaviors. Sometimes if a candidate isn’t the right fit for this one particular job, I’ve considered them in the future for another position that was a fit. I often tell candidates that you have to be tenacious because that right opportunity may not be right in front of you right now but will be right around the corner.
What are the top 2 job search strategies, job seekers should do?
One…continue to build your network! If a candidate doesn’t have a LinkedIn profile…create one and build your network through this channel. Employee referrals are one of the top sources of candidates and you never know who in your network may be aware of that next great opportunity for you. Another strategy is if there is a particular company or industry that you are interested in, see if that company has a LinkedIn company page, Twitter page, Facebook page or any other social media page and then follow them. This will allow a candidate to get more insight into a company and learn more about their culture as well as potential job opportunities that may not be advertised in other channels.
When, why and how should a job seeker contact a recruiter/hiring manger?
This can be a thin line to cross and I think it would depend on the situation. If there is a position that a candidate is qualified for and the candidate has the recruiter’s contact information, it should be okay to reach out to inform that recruiter of his/her interest. I would recommend that the candidate first apply to the position online before reaching out to the recruiter. Regarding reaching out to a hiring manager, I would recommend only doing so after the candidate has had the opportunity to interview with the hiring manager. A nice Thank You letter to show the candidate’s interest in the position would be great since Thank You letters are rare. Just make sure that the Thank You letter is specific to the position as well as highlight some of the points that were mentioned during the interview.
Share your funniest recruiting experience?
I sat and thought about this for a while and I don’t think I’ve had those “rolling on the floor laughing” recruiting moments. Now, I’ve had quite a few “shaking my head” moments but that’s probably for another day and time!
Chrystal Moore, PHR has more than 10 years recruiting experience and has been with Philips for over six years. She is very active on Social Media and actively engages with candidates through LinkedIn and Twitter. She received her Bachelor’s degree from North Carolina State University (Go Pack!) and her MBA from Valdosta State University. You can network with Chrystal on Twitter at @RecruitMoore or on LinkedIn