Today's job hunter faces an increasingly confusing myriad
of choices about how to find that next opportunity, from
where to search for job openings, to how to create an
effective resume or even where to use it. However, there's
one mainstay of the job market that can pay off in huge
dividends for both employers and job seekers: using a
recruiter.
While most professionals are aware that recruiters work to
fill openings from their client companies, few fully
understand exactly how the process works.
Professionals who want to use recruiters as part of their
job search strategy should understand a few key points,
according to Audrey Spencer of ACBS Resource Management,
Inc. A recruiter who specializes in locating candidates
suitable for overseas positions, Spencer notes that one of
the biggest point of confusion centers around the
recruiter's loyalty to the client company over that of the
candidate.
"People often think a recruiter is working for them, and
will say 'That recruiter didn't do anything for me.' That's
when I ask - what did YOU pay the recruiter?" Spencer says.
A core fact of the relationship, she notes, is that the
recruiter is directly fulfilling the needs of the client
company-which is also the organization that pays the
recruiter's fees.
For this reason, she says, you will find some recruiters
may not respond unless a resume is a good fit for the job
orders on that recruiter's desk. Her recommendation?
Remember that you are your own headhunter and should always
put down as much information about your skills as possible.
Have a friend or spouse read your resume to see if they can
then describe your achievements in detail. If not, it's
time to revise it.
In addition, she notes, recruiters often look for very
specific skills per client request. As an example, Spencer
points to her client's strict requirements for junior-level
accountants who are finishing CPA certifications, willing
to make a two-year commitment for placement in Bermuda, and
meet immigration requirements, with an added plus for those
with Sarbanes-Oxley experience.
Spencer offered five additional tips on recruiter
interaction for job seekers, including:
1 - Remember professional courtesy. When you work with a
recruiter, be responsive, returning phone calls in a timely
manner, even if it's only to state that you're not
interested in the position.
Spencer says that you may run across situations where the
same recruiter will have a plum job that fits your
qualifications in a matter of months-and they will remember
your professionalism when it comes to approaching you
again. "Recruiters have very long memories," she says.
In addition, staying in touch over time, perhaps sending a
brief communication every few months, can let the recruiter
know that you are still in the game while maintaining your
network. Don't forget to ask the recruiter if you can pass
along his or her name to other qualified candidates.
2 - Know the difference between retained search and
contingency recruiting. Retained search arrangements are
established so that the recruiter can work exclusively on
that search for the client, where a contingency recruiter
is not exclusive to a search, and the client can be working
with more than one recruiter. Contingency recruiters, she
says, tend to have a higher volume of job orders as well.
Retained recruiters make an estimate of the fee, and bill
for a portion of the fee to initiate the engagement from
the client. Typically, Spencer says, companies that are
looking for very senior-level executives will use retained
search consultants or recruiters.
Remember, too, that when it comes to fees for either
contingency or retained searches, neither recruiters nor
consultants will accept fees from individuals that are
looking for jobs.
3 - Target your resume to the job opening. A general
resume, she says, doesn't tell the recruiter enough about
you for them to see a match between your background and the
client company's needs.
"If a recruiter asks you to add some information to your
resume, listen well," Spencer says, clarifying that there
are often years of perspective behind this advice, and
recruiters tend to know what employers are looking for.
4 - Remember that what you say online can travel-and fast.
Be careful how your opinions are presented, both online and
off. Spencer says she has seen blog postings where
currently employed professionals ask how to find a contact
inside another company.
Don't assume your employer isn't reading what you post, she
cautions, and be aware of who might be reading the blog, as
it is open to many people. She notes that recruiters, in
particular, tend to keep in touch with each other and
compare notes frequently.
5 - Not all recruiters have access to all jobs. "Just
because a company in your area has a job opening doesn't
mean that all recruiters are working with them," Spencer
says. Clients often have a preference for recruiters that
they may have worked with in the past.
In other words, contact other recruiters as needed who
source candidates in your field. This can expand your
network, and help you to spread the word about your search.
Overall, if you want to make the most out of your working
relationship with a recruiter, it's best to understand the
basics before proceeding. Remember that this is a
professional business contact that can serve you well-both
now, and for your future career advancement.
----------------------------------------------------
Resume expert Laura Smith-Proulx of An Expert Resume
(http://www.anexpertresume.com), author of three books on
resumes and job search, has attained a 98% success rate
winning interviews with techniques for a competitive edge
based on her expertise as a former recruiter. Get Laura's
FREE E-Course, "The 7 Biggest Resume Mistakes That Can Keep
You From Your Dream Job... and How to Avoid Them," at
http://www.anexpertresume.com/ecourse_signup.htm .
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