How to select and work with a recruiter

Recruiters come in all shapes and sizes, some are generalists who cover a broad base of industries and disciplines while others are industry focused niche recruiters. The single common element is that a recruiter markets your background to his client companies who in turn compensate the recruiter in a fee for the successful hire. The recruiter works for his client company and although it may appear that he is working for you, the job seeker, it’s the recruiting firm’s responsibility to produce results for its clients.

When investigating and selecting a recruiter, it’s critical to do your homework. You want to be sure the recruiter understands your core expertise, interests, goals (personal and professional) and compensation objectives. It’s also critical that he understands your sector well enough to represent you to his clients effectively. Test the recruiter; learn about which companies he represents and the types of individuals he has placed.

As a general practice, obtaining recommendations from colleagues who have had successful experiences with recruiters is an excellent first step. You may also generate leads on recruiters through industry-specific trade magazines classified jobs sections, web postings and internet search engines.

The key to a successful relationship with a recruiter is to be open and honest. Expect the same in return. Share with the recruiter the most important elements of your job search and the least important. Make sure he understands what motivates you. Are your objectives that of job content, more responsibility, growth, travel, compensation, and/ or company culture?

Once you begin down the road with a recruiter be understanding and be flexible. The recruiter, if competent, will try to meet most if not all of your job search objectives, but like all marriages, there will be some give and take. This will also be true from the client company’s perspective. Your recruiter will often serve as the mediator/facilitator for both parties. Once again, be open and clear in communicating your interest, intent and expectations.

Often, a recruiter may not be able to assist you in your job search for the following reasons.

• He does not have requirements from the client company which match your skill set.
• Your expertise is not currently in demand, e.g., there is a market downturn.
• He is deeply immersed in a recruiting assignment and unable to assist you at present.

If your intention is to work with multiple recruiters in your job search, communicate it clearly with each recruiter. Most recruiters will understand your need to have several representatives at bat for you. Be sure to layout the game plan with your recruiter. Recruiters don’t like surprises. If you have responded directly to a company advertisement or job posting, or another recruiting firm has already represented you to a client your recruiter mentions, advise the recruiter of your activity. By not mentioning this action, you will not improve your chances for hire but hinder them, giving the appearance of being desperate and disorganized.

If you have a job search already in progress, let the recruiter know where you are in the process. Who have you conducted phone interviews? What companies have you had face-to-face meetings with? Are you currently entertaining offers from other companies or expecting them soon? When are you intending to wrap up your job search? All these answers will help the recruiter plan the correct and efficient course of action.

Recruiters can be of tremendous benefit to you in your career. They can guide you in preparing your resume, advise you on effective interviewing techniques, and enlighten you to new opportunities you may never have considered. They can also connect you with movers and shakers, propelling your career forward though their industry expertise, contacts and sound advice. Be kind to your recruiter and he will always be on the lookout for your next great opportunity.