| Relationships with good recruiters can be among your | | | | particularly their current salaries. Without this |
| most valuable career assets and can benefit you | | | | information, the recruiter cannot assess your |
| throughout your working life. Not only is this a great | | | | candidacy. You will almost certainly knock yourself |
| investment in your career, it won't cost you a dime. | | | | out of the running if you're unwilling to give them |
| That said, many candidates shoot themselves in the | | | | what they need to know. |
| foot when it comes to headhunters. Somewhat | | | | Be honest |
| surprisingly, it's not just the younger "up and coming" | | | | This is a corollary to the point above. Don't inflate |
| executives that make this mistake; I've talked to | | | | your current salary, or tell a white lie about your |
| more than just a few seasoned candidates who don't | | | | educational background. The truth will come out at |
| understand how to get the most mileage out of the | | | | some point, and it will come back to bite you if you |
| relationship. | | | | haven't been forthcoming. Worst case, you will find |
| A few things to keep in mind: | | | | yourself blacklisted with that firm, and you may end |
| Understand that the recruiter is not working for you | | | | up with a rescinded job offer. |
| Because candidates receive assistance from | | | | Be specific |
| recruiters throughout the interviewing process, they | | | | If you won't relocate, or will only consider relocation |
| sometimes make the mistake of thinking it's the | | | | to a short list of cities, say so. If you have a target |
| recruiter's job to find them employment - that the | | | | list of companies you'll consider, or types of positions |
| recruiting firm is an employment agency. Nothing | | | | that interest you, let the recruiter know. Bear in mind, |
| could be further from reality. | | | | however - the more restrictions, the fewer the |
| The clients of recruiters are the hiring companies. The | | | | options. |
| company pays the headhunter to find qualified | | | | Also be specific when it comes to discussing your |
| candidates for specific openings - very often, these | | | | goals as well as your strengths. You don't want to |
| are candidates who are difficult to find. They may be | | | | come across as wishy-washy ("I can do anything") or |
| in short supply, they may be working for other | | | | as someone who has given your career little thought. |
| companies, and often they're people who are not | | | | Explain why you're saying no |
| currently looking for work. The recruiter has a vested | | | | If a job isn't a good fit, provide some feedback |
| interest in doing everything he can to make you the | | | | regarding your reaction. This will help the recruiter to |
| strongest candidate possible, but bottom line, his task | | | | better understand what types of positions you might |
| is to fill the position with the candidate the company | | | | prefer. Then provide her with some quality leads - |
| feels is the best fit. That could be you, or it could be | | | | either names of people who might have the right |
| somebody else. | | | | experience, or with the names of people who might |
| Be prepared to share confidential information about | | | | be good sources for referrals. This is a two-way |
| yourself | | | | relationship; it will be duly noted that you were |
| Privacy is king. A good recruiter will never divulge | | | | helpful. |
| information about you to a hiring company without | | | | This is a short list, but it's a good start. Get the most |
| your knowledge. However, some candidates can be | | | | out of out the executive recruiters you know; |
| extremely reluctant about discussing certain items - | | | | they're people you want on your team. |