The conclusion of our guidance on how to interview when the interview is conducted over Skype.

We have been getting questions about Skype interviews for some time, and the incidence of this type of interview will only get more frequent as time goes on. Whilst tele-conference interviews never became as common as was predicted – it was much harder to schedule and the technology was and remained much more expensive than expected – Skype is cheaper and easier to use. In addition, most of us have a computer at home which will run Skype, and most of us have webcams. Therefore, companies can expect the interviewee to have the requisite equipment at home, and that requesting a Skype interview doesn't cause an unnecessary burden.

So having put forward a case that you're likely to be asked to a Skype interview – and even more likely in the future, what do you need to do?

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Our guidance on how to interview when the interview is conducted over Skype.

We have been getting questions about Skype interviews for some time, and the incidence of this type of interview will only get more frequent as time goes on. Whilst tele-conference interviews never became as common as was predicted – it was much harder to schedule and the technology was and remained much more expensive than expected – Skype is cheaper and easier to use. In addition, most of us have a computer at home which will run Skype, and most of us have webcams. Therefore, companies can expect the interviewee to have the requisite equipment at home, and that requesting a Skype interview doesn't cause an unnecessary burden.

So having put forward a case that you're likely to be asked to a Skype interview – and even more likely in the future, what do you need to do?

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This cast gives examples of cover letters for particular roles.

We get a lot of requests to look at cover letters. We also get a lot of emails from members who say, I can't create a cover letter for each application I want to make – it'll take too long. In this cast, we're going to show what the implementation of our cover letter guidance looks like, and how you can create a cover letter in less than fifteen minutes.

Ready?

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This cast gives our guidance on finding a recruiter.

Whether you're currently in a search or not, having a relationship with a recruiter is important. Recruiters connect you to the marketplace, giving you valuable information about the density of available roles, salaries and growth. Recruiters also give you an opportunity to give back to the rest of your network by passing on (non-sensitive) information or making referrals.

The question is — how do you find one?

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This cast is another in the series of how to answer the big 4 questions that recruiters ask.

This is the question people hate to answer. You can hear it in their voice. Junior candidates looking for their first or second role squirm with embarrassment at naming what they imagine is a horribly high number. Middle managers name a number and immediately caveat it, afraid to miss out on an opportunity – and so do candidates out of work, who have got to the stage of being about to miss mortgage payments. The most senior candidates are the most likely to get it right, naming a number confidently, but caveating without sounding desperate. So, this cast is to help you move to the same position of those senior candidates without waiting for the years of experience to accrue.

1. Don't Play Games
2. Know The Appropriate Range
3. State It
4. Still Use The Caveat

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This cast continues the series of the four questions recruiters will ask you with the second question: "what are you looking for?".

We started this series with the first question recruiters will ask: "What's your current situation?" The next question in this series is "what are you looking for?" Really, this is the question which will make or break you in the recruiter's mind, though not for the reasons you may think.

Most people think that the art of answering this question well is to be as vague as possible so that in that huge net they cast, the recruiter's perfect answer will be caught. They are wrong.

50% of people we ask this question to stutter and trip over themselves and have obviously NEVER said the words they are using out loud in this order. This is a big turnoff for recruiters who may have a target of 50 calls in two hours EVERY SINGLE DAY. Taking up their time by not having rehearsed your answer, annoys them. And, as we have pointed out previously, annoyed recruiters are much less inclined to help you. It also gives the impression that you don't know what you want. Why would anyone pay you $100,000 or even $30,000 a year if you don't know what you want?

The art of answering this question well is to come across as a professional, a person who respects other people's needs, who knows what they want (and believes they can get it), who is clear thinking, positive and who communicates their thoughts clearly and precisely.

So, preamble done, how do you do that?

1. The Importance of Clarity
2. Be flexible
3. Cover Industry, Prime Responsibilities, Skills and Environment
4. What does it sound like?
5. Be ready for the next question

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This cast describes how to effectively answer the "What's your current situation?" question from a recruiter.

Whether you've posted your resume on a job board, or sent it to a recruiter, or called a recruiter proactively, you expect them to discuss vacancies with you. However, before they start talking specifics, there are four important questions they need to know the answers to. This series of casts, including the location cast which has already been published, will tell you what the questions are, and help you prepare your answers.

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This cast explains an effective way to maintain relationships with professional recruiters.

In today’s slow economy, we don’t want to NEED a recruiter and then discover none of them remember us. Almost no one but smart senior executives reach out proactively – but you can do it too. Here’s how.

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In a previous cast, we talked about how many managers don't understand the importance of taking recruiters' calls, and walked through step by step (hey, this is Manager Tools) how to handle those calls. What to say, and what to learn, and how to proceed.

But there's another side to the recruiting relationship, isn't there? What if you want to contact a recruiter, without waiting for them to call you? Maybe you're recognizing a change in opportunities where you are, or you want to move in a different direction, or perhaps it's as simple as suddenly inheriting a terrible boss, and alarm bells are going off in your head.

How does one contact a recruiter? What are the basics to consider, and how does one approach them when you're going to initiate contact? It's easy if you do it step by step, the Manager Tools way!

Note: During the show, we mentioned we would post a couple of links to some recruiter resources. Hunt-Scanlon is a provider of information about the executive recruiting business - great resource for access to recruiters. Kennedy is a well known technology executive recruiting firm.

• Hunt-Scanlon Corporation
• The Kennedy Partnership

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Last week, we discussed some basic things you need to know about recruiters and specifically how to handle the first call from the recruiter. Today, we discuss the key questions to ask them, as well as how to address their specific request. Additionally, we discuss what you can do to maintain a good relationship with them going forward. Would it surprise you that it looks a lot like maintaining ANY relationship?

We've also included on the website an Executive Recruiter Cheat Sheet. Print this sheet out and keep it handy in your desk ... it will help you remember how to handle that initial call (what to say, what to ask) and assist you in ensuring that the first call from the recruiter isn't the LAST call. You'll find the cheat sheet here.

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