| 1. Select the right type of recruitment partner | | | | You're the "solution" not the client. The real client is |
| Determine whether you would be best served by a | | | | the company that has engaged the recruiter. |
| retained, contingency, contract or research based | | | | 7. Do not pay for services |
| partner at a global, national or local level. | | | | The employer has the responsibility for paying the |
| 2. Interview recruiters to find the appropriate fit | | | | recruiter's fee, not you. Do not agree to payment for |
| Effective partnerships are built on mutual interests, | | | | services. |
| opportunities, values and performance. | | | | 8. Establish strong communication |
| 3. Treat an interview with a recruiter with the same | | | | Open, honest communication and feedback is key. |
| care and professionalism as a job interview | | | | Look for compatibility in work-style, personality and |
| You never get a second chance to make a first | | | | values. |
| impression. | | | | 9. Be your professional best |
| 4. Develop an exclusive relationship with your | | | | A recruiter may help you get in the door, but only |
| recruiter | | | | you can win the job. |
| More is not better. Being presented for an | | | | 10. Actively pursue all other methods of job search |
| opportunity by more then one firm can get you | | | | while working with a recruiter. |
| knocked out of consideration. | | | | Take a pro-active approach to your career transition |
| 5. Have well developed job search criteria | | | | with on-going use of networking activities, referrals, |
| Know what you want in a new position and be able | | | | job postings, research and interviews throughout the |
| to clearly articulate your interests and needs. | | | | duration of your search. |
| 6. Understand who the real client is | | | | |