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>> Hi, my name is Sherry and I am
a recruiter with a staffing firm

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in the Philadelphia area called QUAD656.

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My role is to work with companies in this
tri-state area helping them to fill positions,

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open positions where they
need some outside assistance.

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Grasp an understanding of what
their needs are and then go

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out through various networking
sourcing, social media,

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and find people with the remarkable skills
and backgrounds that they're looking for.

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It's all about understanding what their needs
are and understanding what the strengths

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of the candidates are that
I meet with to make a match.

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It's not really much different than matchmaking.

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And it's -- it can be very, very interesting.

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It can be very challenging at times because
there's a lot of emotion involved in hiring

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and there's a lot of emotion involved in looking
for opportunities, accepting opportunities,

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changing careers, and you know
really driving your career forward.

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A busy day was when you have
multiple clients, companies,

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that are looking for multiple different
positions to be filled, addressed.

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They need candidates that they want to see.

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They need the right candidates.

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And so you have to balance working with
these clients, managing their expectations

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of what you can find, and getting out
there and meeting possible candidates,

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possible interviewees that can, you know, show
the companies that they have what it takes.

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So I have a relationship
with a CFO of a company.

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And he would call me and
say, okay I have a need.

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I -- you know my controller left
yesterday and I don't know what to do.

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What do I do first?

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We try and identify a job description.

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We try and identify a wish list.

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It's my role to understand what the environment
is like so that I can figure out what types

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of individuals would succeed and
flourish in that type of environment.

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And then I have to start
sourcing through a numerous ways.

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We have a database of thousands and
thousands of people that we have met with.

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That we have screened previously that
maybe are our clients, our candidates.

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Have looked for jobs in the past.

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Sometimes we'll place an ad
to identify new candidates.

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We can source friends, relatives.

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There's -- go through social media sites.

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Post the job.

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Adveritse the job on various sites like
Monster or CareerBuilder and then the role is

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to understand the strengths of each candidate.

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Review resumes.

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You might need to rewrite a
resume when you meet somebody.

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You need to understand what their strengths are.

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Sometimes people don't know
what they're good at.

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Sometimes they don't know how to sell
themselves and in my case, I focus on accounting

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and finance and human resource types roles.

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And those people might understand what they do

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but they don't often understand
how to present themselves.

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They don't know how to prepare a resume.

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They don't know how to interview.

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My job is to help them prepare their resume.

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Really get an understanding
of what their background is.

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Sometimes they leave things out
that, I think, are critical.

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That might be of interest
to a particular client.

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My philosophy is that you
can have a different resume

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and a different objective for
every job that you pursue.

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And you don't just need one resume.

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So sometimes we have to tweak things.

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And then the challenge is convincing my
client that I have indeed found them somebody

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that could be a great fit
for their organization.

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And that I suggest and encourage
them to meet with this person.

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You want to make sure that the person
has a good background and understanding,

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an insight into who they're
going to be meeting with.

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Make sure that they do the proper preparation
so that they can present themselves

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in the best light possible in an interview.

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