| For most job seekers, conducting a comprehensive | | | | networking involves some degree of reciprocity. Do |
| job search includes-at least to some | | | | you have a lead that would help he recruiter fill a |
| degree-interfacing with recruiters (a.k.a., headhunters). | | | | position assignment they are working on? Make a |
| But, for many people, this is also one of the most | | | | quick phone call. Did you see something important in |
| misunderstood aspects of a job search. | | | | the news related to an industry specialty of the |
| Here are some quick tips and "must-knows" to | | | | recruiter? Send a quick email. By being helpful, you |
| demystify the process of contacting and working | | | | ensure the recruiter remembers you the next time |
| with recruiters, and to help you build relationships that | | | | they have a position that is a match for your |
| ensure you are top-of-mind when the ideal position | | | | background and interests. |
| for you comes across a recruiters desk. | | | | 5) Again, related to point #3, do your research. |
| 1) There are two types of recruiting firms and the | | | | There are presently well over 15,000 recruiting |
| distinctions are crucial to understand. Retained | | | | offices in just the United States alone. It is impractical |
| recruiting firms work directly for client companies and | | | | and a waste of everyone's time to contact all of |
| are paid to screen candidates based on very specific | | | | them indiscriminately. Do a little research and |
| criteria. Retained firms often handle recruitment | | | | determine which firms specialize in your industry of |
| searches for the most senior and highest paying | | | | choice or positions like you are seeking. This small, |
| positions. Contingency firms sometimes work in | | | | segmented list is the one you should focus your time |
| competition with each other and only get paid if they | | | | and attention on. This is called taking the "rifle" |
| find the winning candidate for an open position. | | | | approach versus the "shotgun" approach. There are a |
| IMPORTANT: Note that in both these cases, the | | | | few credible service providers that will assist you |
| company pays the fee to the recruiter, not the job | | | | with the research and with contacting recruiters using |
| seeker. It is not customary for a job seeker to pay | | | | the rifle approach, but most use the shotgun |
| the recruiting fee, so if you are being asked to do | | | | approach. If you decide to hire help during this stage, |
| that, be very cautious. | | | | make sure you understand this distinction and which |
| 2) Remember that recruiters work for the company, | | | | approach the provider is using. |
| not for you! This is the most common misperception. | | | | 6) Make it easy for recruiters to help you. Structure |
| The company is their "client" and you are the | | | | and write your resume in a format that makes it |
| candidate-essentially the "product" that the recruiter | | | | easy for them to quickly identify your key |
| is offering to their client. Because of the way the | | | | qualifications. This is not the time for a functional |
| recruiting industry is structured, most recruiters will be | | | | resume! Most recruiters will simply throw a functional |
| seeking to work with the candidate most likely to | | | | resume away. You must also be absolutely honest. |
| get hired (the candidate who fits a very specific | | | | Do not be tempted to embellish your resume. If you |
| profile provided by the client). 'Most likely to get hired' | | | | are found to be lying about anything, you will be |
| does not necessarily translate to 'most likely to | | | | black-listed. Your accompanying cover letter should |
| succeed,' so if you find you are not the perfect fit | | | | be fact-filled and written specifically to help the |
| for a position, don't take it personally. For this reason, | | | | recruiter match you to their open assignments. When |
| if you are trying to make a career change of any | | | | writing letters for clients, I often include three to five |
| sort, recruiters will not be your best source as you | | | | bullet points that clearly identify the qualifications and |
| will rarely fit the profile provided to them by the | | | | experiences that we anticipate the recruiter will be |
| client. This doesn't mean you shouldn't contact them. | | | | most interested in and looking for. Also, make the |
| But, do keep your expectations in check. | | | | focus of your job search crystal clear. Be specific and |
| 3) Recruiters will often tell you that you (the job | | | | tell the recruiter what you are looking for, the type |
| seeker) should cultivate an exclusive relationship with | | | | and level of position, the size and type of company, |
| just one or two recruiters. In an ideal world this | | | | your geographic preferences, and the salary range |
| would be great, but I disagree with this advice. | | | | you are targeting. Yes: salary range. Most recruiters |
| Recruiters don't necessarily share information about | | | | will ask you for this information, and you should |
| searches that they are working on. So, if you only | | | | provide it. |
| contact a couple of firms and 20 others have an | | | | 7) Put some thought into your job search and the |
| assignment that matches your qualifications, you | | | | order in which you will conduct it. If you have already |
| would never know about those assignments. That is | | | | contacted a company, your resume is likely already in |
| why I recommend contacting as many recruiting | | | | that company's internal database. If a recruiter now |
| firms that that specialize in your industry or | | | | presents you as a candidate for a position at that |
| profession as is practical. If you have provided your | | | | same company, the company will not want to pay |
| resume, most recruiters will place it in their | | | | the recruiter for finding you because you are already |
| proprietary database, and if a future search calls you | | | | known to the company. This creates a level of |
| up as a perfect candidate, they will contact you, | | | | complexity in the whole deal that is almost impossible |
| even if you haven't had the opportunity to build a | | | | to overcome and most recruiters won't work with |
| truly personal relationship. | | | | you if they suspect you have blanketed HR |
| 4) Related to point #3, once you have contacted | | | | departments with your resume. Selectively targeting |
| recruiters and have begun to establish rapport with | | | | a limited number of specific companies is more |
| at least a few, your goal is to begin to build personal | | | | effective than broadcasting resumes to HR |
| relationships. Treat recruiters no differently than you | | | | departments anyhow, but understanding this truth |
| would treat any other contact in your network. While | | | | about recruiters just gives you another reason to do |
| the initial contact is generally made via email, now is | | | | so. Just be smart about it, be selective, and use |
| the time to pick up the phone and start to build a | | | | discretion. |
| dialogue. The best networkers know that effective | | | | |