What To Do When A Recruiter Reaches Out To You (KARE11)

Steve Yakesh

November 6, 2018

For the first time in over a generation, there are more open positions than there are people looking for work. That means, even though you’re not looking for a new job, you might still get calls from recruiters. Steve Yakesh was on KARE 11 News to discuss what you should do if you get contacted by a recruiter.

What To Do When A Recruiter Calls:

1. Research Them

2. Build A Relationship

3. Be Honest

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Steve Yakesh / About Author

As President, Direct Hire & Executive Search, Steve leads Versique’s award-winning permanent placement division with more than 20 years of experience. Additionally, he guides strategy for Versique’s twelve practice areas, including IT, HR, Finance & Accounting, Engineering & Operations, Sales, CPG, Digital Marketing, Executive Retained Search, Healthcare, Manufacturing, Family Owned and Demand Generation.

His diverse background and wide breadth of expertise add considerable value to Versique’s executive retained search team. Prior to Versique, Steve held numerous sales and marketing leadership roles and gained extensive experience inside both a global 50 and fortune 500 company.

Steve’s Approach
With a background in sales and marketing, Steve brings a unique skill set to the team and understands there’s no room for error in the selection of critical roles like CEO. He has a natural aptitude for leadership, which was developed through roles at a variety of companies prior to joining Versique over fifteen years ago. Steve has spoken nationally to audiences ranging from business owners and leaders to agency recruiters on the topic of generating qualified candidates and leads, which has led to significant financial results for those in attendance as well as for the organizations he has recruited for.

Steve is a recruiting practitioner who intimately understands the industry and the issues facing each position he fills. Additionally, he has the expertise to identify which candidates are capable of effectively operating within each role and, equally as important, within the culture of each organization. Steve’s approach accounts for each candidates competencies, personality traits, motivating factors and the past experiences that make them a good fit for the role.