Interview with Heller Search Senior IT Recruiter, Pam Kurko.

Pam Kurko is a Senior Executive Recruiter at Heller Search.

Based on your observations, what is a pitfall that keeps even the most qualified and experienced IT executives from putting their best foot forward during the interview process?

Candidates often get too comfortable during an interview, and start to talk with the interviewer as though he or she is a friend rather than a potential boss. I tell candidates that no matter how comfortable you feel with the interviewer, never forget that this is a job interview and that you need to remain professional and poised at all times.

For a talented IT leader who has been laid off or RIF’d, what are your recommendation on how to overcome the stigma many hiring managers have toward candidates currently “not working?”

I advise them to be confident explaining why they are not working and how they are taking advantage of the time they have while looking for a new position. For example, take on projects that expose them to new technology, a new area of management, or learn a new skill. I also recommend that people do not take too much time off after a layoff, but get right out there and start networking and interviewing so they can find their next position sooner rather than later. Those who know of an impending layoff ahead of time should start their job search immediately, as they can benefit from their employed status.

"A personal connection goes a long way toward making a candidate feel like they are already part of an organization."

When your client has chosen a candidate on your slate who is their total dream hire, but who you know will have competing offers, how do you advise your clients so that they have the best chance of closing the deal with this candidate.?

I make sure the client understands who they are competing with and how they can make sure they are putting their best foot forward with their offer. I also encourage the hiring manager to reach out directly to the candidate to let him know of the their interest in him as their first choice. A personal connection goes a long way toward making a candidate feel like they are already part of an organization.

What do you like most about being an executive recruiter, especially for IT leadership roles?

I enjoy connecting with candidates, learning about their strengths, backgrounds and personal goals, and matching them to my clients' needs. Our technology specialization at Heller Search has allowed me to develop very deep knowledge of IT organizations, the major vendors and all the enterprise applications. This focus helps me understand IT skill sets more quickly and recruit candidates that are the best possible fit with our clients' requirement in terms of talent and experience.

How did you get into executive recruiting?

17 years ago, I was interested to transition my career to HR. I was referred for an informational interview to the head of an executive search firm. At the end of the interview she offered me a job in research and candidate development, and I accepted. I think I made the right choice.

Why is recruiting a good fit for you?

In my previous career, I was a vocation rehabilitation counselor helping individuals with disabilities train for and find jobs. In this role I assessed individuals to determine their barriers to employment. Recruiting is not all that different, as I am assessing people and determining their fit for positions and with companies. I have strong assessment skills that allow me to find not just the right candidate skill set, but the right cultural fit for my clients.

 

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