| Why do some people swear by recruiters and other | | | | place to start. There are also many niche industry |
| people simply swear when it comes to recruiters? It's | | | | networking sites that can provide access to industry |
| because the people who swear by recruiters as the | | | | insiders who can help you during your transition. Take |
| best resource in their job hunt know how they work | | | | classes and volunteer in your desired industry. Join |
| and even more importantly, know how to work with | | | | the industry associations and take part in their |
| them. The others may only believe the myths of | | | | events. Being around people in the industry is the |
| recruiters: | | | | best way to step through the door when it opens. |
| Myth #1: My recruiter works for me to find me a job | | | | Myth #4: A recruiter's commission comes out of my |
| Reality: A recruiter's job is to fill a position for their | | | | salary |
| client (the company), not to find a job for each | | | | Reality: A recruiter is paid a fee by the hiring |
| specific candidate who comes across the desk. But | | | | company that is entirely separate from your salary. |
| here is where it gets confusing. A recruiter WILL | | | | The two are related in that the salary amount is |
| present a candidate to a client even if the client has | | | | used to calculate the amount of the fee, which is |
| not listed an open position, if he or she feels that the | | | | based on a percentage of the first year's total |
| client would be interested in hearing about that | | | | compensation. Candidates do not pay a recruiter's |
| particular candidate's skills and background. This is | | | | fee. |
| called "marketing a candidate". They do this because | | | | What does this mean for me? Even though recruiters |
| some companies are always on the lookout for top | | | | technically work for the hiring company, they |
| talent and sometimes even create positions for | | | | negotiate the compensation and job specifics for the |
| exemplary candidates. | | | | benefit of both parties. It's important that the client |
| | | | and the candidate are part of a win-win situation. |
| How Can I Take Advantage of This? | | | | Recruiters want successful, long-term placements |
| Work with your recruiter to come up with a strategy | | | | that can lead to future referrals and even placed |
| for where you want to be marketed. Help the | | | | candidates who grow into hiring managers who turn |
| recruiter create a selling profile to highlight those | | | | to them to recruit for their team. |
| things in your background that companies are | | | | Myth #5: Recruiters are being replaced by job boards |
| specifically seeking. It is different from a resume. A | | | | and social networking sites |
| selling profile is a short document that will peak the | | | | Reality: Recruiters play a different role in the |
| interest of the hiring manager to read the details of | | | | recruitment world than job boards and networking |
| your career progression in your resume. This profile, | | | | sites. Job boards are like billboards on a highway, and |
| along with a list of companies you would like to work | | | | social networking sites are like a gathering of friends |
| for, will give the recruiter the tools he or she needs | | | | and colleagues who you already know as well as |
| to present you to companies to get you seen. | | | | some of their friends. Recruiters are like the one |
| Myth #2: Recruiters are Resume/Career Counselors | | | | person who knows everyone and is your go to |
| Reality: A recruiter's job is to be a networker; to | | | | person for information and contacts. |
| broaden their reach so they can find the right person | | | | Recruiters sometimes use job boards and social |
| for each job. They network to find clients who would | | | | networking sites to widen their reach, but |
| be interested in hiring the types of candidate in their | | | | fundamentally recruiters network the good |
| network and they reach out to contact candidates | | | | old-fashioned way. They build trust with clients |
| who would be a good fit for those clients. If a | | | | through successful placements and good advice and |
| recruiter spent a lot of their time working on | | | | therefore have the client's ear to get strong |
| resumes, they wouldn't be doing what they are | | | | candidates seen. It's hard to get noticed in this world |
| supposed to be doing - making connections and | | | | of job boards where thousands of resumes are |
| getting candidates seen. | | | | submitted for a single position. |
| | | | What does this mean for me? |
| What does this mean for me? | | | | Some people definitely get jobs through the job |
| There are many professional resume writers out | | | | boards, or they wouldn't exist. But if you are working |
| there who can help. While a recruiter may offer | | | | with a recruiter, sometimes being on the job boards |
| some advice on how to customize your resume for a | | | | can muddy the waters of your job search. |
| particular client, engage a professional resume writer | | | | Here is a common scenario: A candidate posts his |
| before you approach a recruiter. If you would prefer, | | | | resume on a job board / or submits the resume to a |
| enlist a few friends with writing skills to review your | | | | number of positions in their industry via job boards. |
| resume. Use people inside and outside the industry. | | | | At the same time, the candidate starts working with |
| The insiders will understand the lingo, but the | | | | a recruiter, who knows people at the company |
| outsiders will help you make sure your resume is | | | | where the candidate wants to work. The recruiter |
| clear to everyone who reads it. | | | | thinks it's a good match, so she presents the |
| Myth #3: If I'm changing careers, a recruiter is the | | | | candidate and gets him an interview. When it comes |
| perfect person to help me. | | | | down to the final decision and all the paperwork goes |
| Reality: When a client engages a recruiter to find a | | | | to HR, the resume is discovered to already be in the |
| new member for their team, they give very specific | | | | company's database. Because the source of the |
| guidelines as to what they are looking for in that | | | | resume is unclear, there is a strong possibility that he |
| person's skillset. While it is true that a recruiter can | | | | would no longer be considered for the position in |
| use his/her influence as a trusted advisor to | | | | favor of a candidate with a more straight forward |
| encourage a client to see someone that may not | | | | source. |
| have 100% of the of their specifications, it is unlikely | | | | The bottom line is, be very clear with your recruiter |
| that a client is willing to pay a fee for someone who | | | | where you have submitted your resume and where |
| is changing industries and does not fit the | | | | you have already interviewed. They can be more |
| qualifications. If they are going to pay a fee, they | | | | productive in matching you with a position if they |
| want someone who fits their wish list. | | | | know the full situation. They may technically work for |
| What does this mean for me? If you are looking to | | | | the company, but they are also YOUR partner in the |
| change industries, networking is your best bet. | | | | process. |
| Business networking sites like LinkedIn are a good | | | | |