Midwest Book Review of – Corporate Recruiter Tells All!

Corporate Recruiter Tells All: Tips, Secrets, and Strategies to Landing Your Dream Job! lives up to its title with a wealth of tips, tricks, and techniques for getting hired. Author Ryan Fisher draws upon his twelve years of experience as a professional recruiter to reveal how the hiring process works, and offer guidelines for successfully negotiating a higher salary. Chapters cover the value of doing research, networking, learning how to work with recruiters, giving a stellar interview, and perhaps most importantly, fully understanding a job offer before accepting it. A “must-have” for anyone looking to launch (or relaunch!) their career!

See the full review here:  Book Review

New Book Review – For Corporate Recruiter Tells All!

Here’s a book review:

I highly recommend Corporate Recruiter Tells All  to anyone in the market for a new job. It provided me with a lot of good reminders of how to be professional and showcase my talents, skills and experience without turning off hiring managers and recruiters. I will definitely be keeping this book handy for the next time I’m in the market for a new job.

Read the full review here:  Book Review


The Top 3 Ways To Annoy A Recruiter – And Lose Out On A Job!

Want to know the top ways to annoy a recruiter and lose out on a job?

Then check out the article I wrote for – recruiter.com



The Worst Thing You Can Do After Accepting An Offer!

Time and time again I see candidates accept a new position that they are really excited about and when the new company is getting ready to schedule a start date with that candidate how does that person repay them?

Those same candidates who are getting a bump in their salary, a better opportunity, repay their new employer by delaying their start date.

And I have worked with multiple candidates who after accepting an offer and being approved to start didn’t want to start their new position for 2.5 months or even longer.

As you can imagine this never goes over well with the new hiring manager.

I once had a candidate we hired for a high level role and once we were approved to start him the candidate told me that he couldn’t start for 2 months because he forgot about a vacation he had planned.

After much back and forth with the candidate and the hiring manager, and the candidate refusing to start, the hiring manager realized he couldn’t wait for this candidate to start so he promoted an internal employee into that role.  And then he told the candidate he could still join the company but it would be at a lower level role.

As you can imagine the candidate was furious and he said he had just put in his 2 weeks’ notice and couldn’t get out of it now.  But it was too late there was nothing anyone could do.

I’ve also seen a lot of candidate’s delay their start date because they wanted to finish the project they are working on at work.  Or my personal favorite, one woman said she couldn’t leave her job until her boss got back from maternity leave.

I guess my questions to the candidates who delay their start date would be, do you really want to leave your current company?  I mean there must be a reason why you applied to our job, interviewed, and accepted the offer, right?  Do you really want to join us?  And are we giving you a better opportunity?

If so then why are you delaying your start date?

Think of it this way, you are joining a new company, a new team, a new boss.  You are leaving your old company that mistreated you and underpaid you.  You certainly don’t owe them anything.  If they didn’t want you around any longer believe me, you would be gone in an instant.

Why not impress your new company, your new team, and more importantly your new boss!  Why would you want to create any potential rift with your new boss?  Other than your family your new boss is going to be the one person who has the most influence on your happiness and your future.

The best thing to do if you don’t think you can start within a 2 week period is be up front with the hiring manager in the interview and set those expectations then.

I have seen many candidates who couldn’t start right away, negotiate their start date expectations up front with the hiring manager and many times the hiring manager was able to work with their time line.  But whenever you surprise a hiring manager with your own timeline of when you can report to work I have very rarely, if ever seen it work out.

Salary Negotiation – You Could Be Losing Out On More Than $15,000!

Most candidates I deal with never ask for more money or other benefits.  It’s not uncommon for someone to accept a position for $10,000 or $15,000 less than what the company can pay.

Besides negotiating for salary, there are many other perks and benefits that you might be able to receive if you just ask.  Those might range from flex time, telecommuting, education reimbursement, stock options, more vacation time etc.

And as you climb the ladder in your career the benefits that you are usually able to receive and negotiate for can increase dramatically.   

And companies may have more flexibility than what anyone realizes when it comes to negotiating salary and benefits. Once I worked with a candidate who was able to get a salary of $130,000 even though the complete salary max was $105,000.

Sound impressive right?  Wrong!

Someone in the company wanted him so bad it seemed like they were willing to give him whatever he wanted!  But since he was solely focused on gaining a higher salary in the long run he lost well over $30,000 a year.

To read the case study about how he lost out on a huge sum of money – click here!

Book Review – Corporate Recruiter Tells All!

I just got my first book review in for my book Corporate Recruiter Tells All – Tips, Secrets, and Strategies to Landing Your Dream Job!

And it’s an excellent review from Forward Reviews and you can read an excerpt below!

In Corporate Recruiter Tells All, Ryan Fisher explains the tips, secrets, and strategies to landing a great job— from an insider’s perspective. He reveals the mistakes he most frequently encounters as he interacts with job-seekers, including careless resumes, unrealistic salary expectations, and failure to do their due diligence.

He bolsters his explanations with real life examples, contrasting job seekers who did it wrong and those who did it right. And he invites readers to scan the playing field from his perspective, and the perspective of a company looking to hire. How does a company minimize their risk? What kinds of stigma do certain brands carry? What’s the importance of a cover letter and how do you build a network of contacts?

Fisher is an excellent writer who conveys his arguments succinctly and clearly. As a result, Corporate Recruiter is not just helpful, it’s inspiring. It makes you want to dust off your resume, find out what you’re truly worth, and start exploring the job market. This book demands a different, more strategic approach to job seeking and offers a glimpse into the mind of a recruiter.

Fisher has created a truly useful, easy-to-read book that provides fantastic insights into the challenges associated with recruiting and how to position yourself better to find a job for which you are well suited.

To read the whole review – click here!

Uploading Your Resume Incorrectly Can Prevent You From Getting A Job!

When you apply to a position online, many times you have the ability to upload your resume and have it auto populate certain fields like name, phone number, and email address etc.

Did you know that many candidates do not bother checking to make sure all the fields are populated correctly

The Most Common Mistake I See With This Is:

Many candidates do not check to make sure that their most recent job title is in the right field or that any job title is in that field; sometimes it’s their name, or company name, or another part of their resume.

When I am doing a search and a list of candidates come up one of the only things that I can see in that list that tells me anything useful about the candidate is their job title.

So if I am searching for a system administrator and I see a candidate that has help desk in the job title I am automatically going to pass over that candidate and not even look at that resume because I am going to assume that he or she is still doing help desk and does not have the experience I need.

Of course that candidate could have been doing help desk over 5 years ago and could have been doing system administration since then.  But there are so many candidates to look over I don’t have time to spare on someone who might not be a fit.


Increase your chances of being contacted for a job and being hired by making sure your current job title is listed correctly in the job title field!

About The Author:

Ryan Fisher has over 12 years’ experience as a professional recruiter in a variety of settings, including a recruiting agency, a small business, and a publicly held billion-dollar company.

His book; Corporate Recruiter Tells All – Tips, Secrets, and Strategies to Landing Your Dream Job is available on Amazon.com.

2 Ways to Lift Your Resume to the Top of the Pile!

Do you want your resume to appear on the top of the pile?

Tip #1

Did you know that 50% of all my hires came from candidates who had previously applied to a position and were already in the resume database that my company owned?   Some candidates had applied to positions over 6 years ago!

Tip to getting hired: 

Many resume databases automatically filter by date – so if there is a company you are really interested in working for it doesn’t hurt to apply every once in a while in order to ensure that your name keeps coming up at the top of that list!

Tip #2

Did you know that many resume databases filter candidates not just by key words, but by the amount of key words a candidate has on their resume?

Tip to getting hired: 

Make sure you have an appropriate amount of key words in your resume in order to push your resume to the top of the pile.

Many times when I was very busy I would just open up the resume and look at the report that showed me how many times each key word appeared on the resume.  If there were a lot I would review the resume.  If there were only 2 or 3 I would move on and not even look at the resume.

Unlimited Vacation days may not be a benefit!

Do you think a company giving employees unlimited vacation days is a benefit?  Well more and more companies are offering unlimited vacation days as a perk.  However, I don’t view it as a perk.

Consider this:

  • How many people do you know regularly take off of work more than 20 days a year?
  • Maybe some.
  • How many people do you know regularly take off of work more than 25 days a year?
  • Maybe a few.
  • How many people do you know regularly take off of work more than 30 days a year?
  • Probably none.
  • What do you think would happen to an employee who took off of work more than 35 days a year just to go on vacation from time to time?

They would probably be managed out of the company or their career would stall because of lack of accomplishments.

Why are companies offering unlimited vacation days?

The answer is simple, companies have gotten smart and realized that is saves them a lot of money in the long run.


For example, let’s say you have a job paying $100,000 a year that comes with 20 days of vacation. If you only use fifteen days of vacation annually and bank the additional five days, at the end of five years you would have accrued twenty-five days of unused vacation time.

Those days will be worth almost $10,000 before taxes, once you cash them in.  And if you got a 5% raise every year you would actually get to cash in a little more than $12,000.

By offering unlimited vacation days companies know most people probably aren’t going to use more than 20 vacation days during the year and because employees aren’t granted any specific amount of vacation day’s companies do not have to pay out any unused vacation days when an employee leaves the company.


I’m hoping more candidates catch on to this and prevent this from becoming a standard practice. And I recommend that if someone is going to work for a company that offers an unlimited amount of vacation days that they negotiate for the ability to roll over and bank a certain amount of vacation days (if they use less than 20 days for that year).


Ryan Fisher

Ryan Fisher is a Career Consultant and author of book,  Corporate Recruiter Tells All – Tips, Secrets, and Strategies to Landing Your Dream Job.

Interview Tip – Delaying Your Interview Could Cost You A Job!

Some time ago I was recruiting for a position that was located in Southern California and I found a candidate who was living on the East Coast and desperately wanted to move back to California.  He passed 2 phone interviews and we were ready to fly him out for an in person interview on one of the days he said that he could interview on. 

When I went to confirm that date with him he wanted to push the interview back a little bit however, the manager was going out of town for a few days and the manager wanted to interview him before he went on vacation. 

I called the candidate to see what the candidate could do and he said he could make it work and that he would get back to me.  Instead of getting back to me right away he waited close to a week to get back to me and then suggested he interview when the hiring manager was back from vacation. 

And while that may sound like a reasonable request the fact that he took a week before he communicated his request to us made us realize we couldn’t count on him to take this job.  So during that week I found 2 other highly qualified candidates and 1 of those candidates got the job. 

 I’m unsure why the candidate took his time to get back to me in the first place.  But one thing is for sure, if a company was going to give me my dream job I would have made the earth move to make it to that interview and set up that interview as soon as possible.  And if I could interview as quickly as they would have liked I would have at least told them so right away and locked in a date before anyone else did.