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For Immediate Release

• An effective job search uses all available strategies.
  Dr. Heasley says, "Some folks think that the best way to find a job is to send their resume to as many recruiters as possible. Actually, just the opposite is true. Most jobs are found, or filled, through professional networking. Of course, search consultants can be an important part of that process, but that should definitely not be the first choice."
  
  
• Start your job search with a recruiter while still employed, if possible.
  Baxter says that people who are out of work and actively seeking a job are at a disadvantage when they approach a recruiter. The most marketable people are passive candidates, who are working and don't necessarily need a job, he says. People who are thinking, even remotely of testing the job waters, should get in touch with a recruiter early on.
  
  
• Be persistent.
  Patty Foxx, senior staffing consultant, UnitedHealth Group, says, "People who show me that they're interested will call-will check in every now and then--and people who don't, are out of sight-out of mind. You're not going to remember that candidate as well. It's important that they communicate with recruiters and check in every now and then."
  
  
• Keep updating your profile on job board Web sites.
  If you think that your resume posted a month ago is going to get the same play with recruiters of resumes posted in the last day or two, think again. Recruiters, Baxter says, often limit their searchers to the last one to three days. "So, the more frequently you update your profile, the more you're going to start coming up near he top in searches that recruiters do," he says.
  
  
• Be on niche boards.
  Niche boards are where targeted recruiters are going, Baxter says. Recruiters look to the niche sites for more targeted, better qualified candidates.
  
  
• Don't spam recruiters.
  No one appreciates spam.
  
  
• Never work with any agency or search firm who try to make the job seeker pay for any services.
  Ethical recruiters get their fees from employers and employers only, Baxter says. Dr. Heasley adds that this is also true for job boards on the internet. "Employers and recruiters steer clear of internet sites that charge job seekers, because they know that only the most desperate would be willing to pay someone to put their resume online."
  
  
• Be selective.
  Dr. Heasley says, "It's important to get to know the search professionals who contact you during the normal course of your career. Keep notes on the ones who are outstandingly knowledgeable, ethical and personable. Then, when it's time to look around you should include them in your search, after you've exhausted your other professional networks and resources."
  
  
• Don't get upset or show your frustration to the recruiter.
  Foxx says that some candidates get upset or mad when clients don't want to pursue interviews. It's not a good idea to feel so comfortable with a recruiter that you voice your disgust about a company because it only leaves a bad taste in the recruiters' mouth, she says. "They take it personally, not realizing that their background really isn't what the company is looking for. So, they get mad and may say some inappropriate things to the recruiter," she says. "Well the recruiter is going to remember that and won't present them to a company, again."
  
  
• Effective search firms understand and respect your expertise.
  Don DeCamp, CEO, CompHealth, a provider of healthcare recruiting and staffing services, says that job seekers should look for a recruiting company that is stable and has dedicated resources to the profession that you are in. Job seekers should ask if the company has current opportunities available in your profession and geographic preference. A good recruiting firm, he says, will offer the services necessary to ensure all travel and other logistics are taken care of if travel is required for an interview. DeCamp suggests that job seekers work directly with recruiters who know the job seeker's specific industry. "They may be a healthcare recruiting company but do they have people dedicated to your particular profession," he says.
  
  

  The recruiter, DeCamp says, should be concerned with the needs of the whole family; not just the candidate. "Does the firm work with the needs of the whole family? Not just the healthcare professional? Are they listening to you? Are they paying attention to things that are important to you?" he says.
  
  About MedZilla.com
  Established in mid 1994, MedZilla is the original web site to serve career and hiring needs for professionals and employers in biotechnology, pharmaceuticals, medicine, science and healthcare. MedZilla databases contain about 10,000 open positions and 10,000 resumes from candidates actively seeking new positions. These resources have been characterized as the largest, most comprehensive databases of their kind on the web in the industries served.
  

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Copyright ©2002, MedZilla, Inc. Permission is granted to reproduce and distribute this text in its entirety, and if electronically, with a link to the URL http://www.medzilla.com. For permission to quote from or reproduce any portion of this message, please contact Michele Groutage, Director of Marketing and Development, MedZilla, Inc. Email: mgroutage@medzilla.com.