1. Thursday, October 24, 2013 @ 12:00 p.m.

2. Sara Faliveno is the co-owner and managing partner of Premier Medical Partners, LLC and has been in the medical sales industry since 1996. Prior to establishing Premier Medical Partners, she spent 13 years in various sales capacities with leading corporations like US Surgical and Pfizer. With robust clinical knowledge and real life selling and management experience, Sara transferred her skills to the recruiting industry. Premier Medical Partners, has been a growing talent search firm placing top sales professionals of varying levels with leading biopharmaceutical, medical device, and diagnostic companies throughout the world. Sara's team focuses heavily on establishing a strong relationship between the recruiter, the company, and the candidate and to insure a seamless interview process resulting in successful career placements.

3.  Job Search Plan  Resume  Network  Dedication  Recruiter

4. A recruiter can introduce you to the right opportunity to help accelerate your job search. Recruiters can find job seekers rewarding positions and can be the eyes, ears, and advocate for you in the job marketplace. You can be as confidential or public in your job search when using a recruiter.

5.  Established relationships with employers, potential employers, and aware of jobs that may not be posted.  Personalize your resume and bring your experience and skill sets to the attention of the decision makers.  Can be your sounding board and confidentially review the pros and the cons.  Be your voice and advocate throughout the process and inform you of specific information pertaining to the opportunity that may not be listed.  Resume assistance and interview preparation  Compensation advice and negotiation of the total package.

6.  Retained Recruiter-They get paid a fee for producing highly qualified candidates for numerous positions. This is usually reserved for high level positions or in times of expansion.  Internal Recruiters-They are employed by the hiring company and are part of the HR team.  Temporary Staffing Recruiter  Contingent or 3 rd Party Agency Recruiter-Employers pay a recruiter to find the best candidate for the position and are only paid upon placement. There is often a “candidate guarantee” where the candidate must stay employed for a set number of months.These firms never charge the job seekers a fee.

7.  Technology  Engineering  Medical  Finance  A Recruiter for Everyone!

8. Start looking before a job crisis! Find a recruiter in 2 ways:  Recruiter finds you ◦ LinkedIn ◦ Referral ◦ Google searches  You find the recruiter ◦ Referrals ◦ Websites ◦ LinkedIn (join groups and follow companies) ◦ Riley Guide Recruiter Directory

9. Building a long term relationship with strong rapport and trust is vital to your search.  What type of positions do you fill and for what companies?  Does my profile match those you have worked with in the past?  Are you a national or regional search firm?  Will I be working directly with you?  What is the best way to communicate?  What is your success with placements?  How did you find me?

10. 1. Great Resume! A recruiter is not going to do one for you. Have it perfected prior to your job search.  Accomplished based vs. responsibility based  Well- written, professional and organized  Appropriate spacing and limited to 2 pages  Follows a time-line  Includes information about rankings, performance reviews, awards, leadership  Includes address and contact information  Education information and professional associations or memberships

11. Recruiters like candidates who already have an idea of what they want and are already prepared  Type of company-large or small?  What makes sense for your next career move?  Company culture  You know how your skills and experience will be transferrable  What management style works best for you?  What type of company do you not want to pursue?  What is your time-line for finding a new job?

12.  High energy and professionalism from the first few minutes of the conversation  You have “branded” yourself and can give a 2 minute descriptor that summarizes your experience.  You have excellent self-awareness of your skills and expertise.  Confidence  Coachability and desire for development  Enthusiasm for the job and the company being represented.  Leadership  Communication

13.  Written references should be complete.  Know 3 former managers who are available to speak live about your skill sets and provide the contact information.  Other types of references ◦ Colleagues ◦ Professional Acquaintances ◦ Customers

14.  Brag Book  Performance Evaluations  Rankings or anything that compares you to your peers  Highlighted career achievements  Awards and accolades  List of skill sets and capabilities It isn’t necessary to send to the recruiter but they like to know this is already completed in case an interview is scheduled.

15.  LinkedIn  Facebook  Instagram  Twitter  Google your name

16.  Show’s interest in the position  Send e-mails  Recruiters report back to the managers  Feedback from interviews  Helps to manage time-line  Keeps your resume top of mind.  Alert recruiter if you have applied for another position as they may be able to help!

17. Recruiters increase the odds in finding the perfect marriage between the job seeker and the employer but it takes time!  Remain Focused  Keep a job log  High communication  Manage Expectations

18.  What are the job requirements and can you send me the job description?  What is the company? Make sure you haven’t applied before.  History of the position (new, replacement, why did the person leave, how long has it been open)  Who is the hiring manager? What are they like? Have you worked with them before?  How many other candidates are you representing? Is this exclusive to you?  What is the hiring timeline?  How many interviews? Steps? Urgency to fill?  What is the salary range? Total compensation? Benefits? Travel?  What is the next step and when will I hear back?

19. If a recruiter doesn’t think he/she can trust you, they will not represent you.  Work history-Layoffs? Terminations?  What don’t you like about the position?  Do you like the geography? Can you really travel?  What hesitations do you have about the company?  Your compensation and what your earrnings requirements are  Do you think there are any concerns that an employer might have when doing a background check? For example: driving record, mentioned in a corporate lawsuit etc…  Trust the recruiter..if they say the position is not the best for you and do not submit your resume, don’t apply behind their back.  Other Obligations

20.  Some are really good, some are really bad  They truly do want to find people jobs but they also want to get paid.  Follow-up can be dependent on the jobs they are currently working on.  Some have minimal experience and follow a template of questions.  They can misrepresent you if an open relationship is not established.  Never let a recruiter send a resume to an employer without alerting you first.

21.  Have 2-3 trusted recruiters work for you.  It is not their job to find you a job! You still have to be very involved in the hunt.  Developing your skills and concentrating on building your network will lead to more opportunities  They may see potential in you that you may not see in yourself and suggest other positions.  Their market information, industry knowledge and having access to their network of professionals is priceless!

22. THANK YOU! QUESTIONS?