Recruiters 101 – Who should use a recruiter?
I receive so many questions about recruiters … am I a good recruiter candidate, what’s the difference between an internal and external recruiter, how do I find them, how often should I contact them, why won’t they call me back??? Great questions. Here’s a quick primer.
The first thing to understand is that recruiters don’t work for you … their loyalty and attention is focused on the hiring organization. Their goal is not to find jobs for people … rather, their goal is to find (the right) people to fill requisite jobs.
1) Am I a good recruiter candidate? If you have a stable, upwardly mobile career track in a particular industry, if you are not a career changer, and if you can demonstrate success within the core skills that the recruiter sources, you may be a good fit. If you have multiple short tenures, if you’ve changed either (or heaven forbid both) function or industry within the most recent 10 or so years, or if you are a young professional with little experience, a recruiter will probably not have interest in working with you.
2) What’s the difference between an internal and external (TPR) recruiter? The most important difference is that internal recruiters, typically found within a company’s HR department, are most often generalists. They are tasked to fill many functions, and many levels throughout the organization. Third-party recruiters (TPRs) on the other hand, are independent; beyond the contracted search, they don’t work for the company. They also tend to specialize in a particular niche. For example; technology, medical, finance, engineering, etc. Many companies rely on their internal staff for ongoing placement needs, but when something extraordinary arises (for example, a C-level hire or position that’s particularly urgent or specialized), they move outside for assistance.
3) How do I find them? There are a couple of good ways. First, you can do the research on your own, either in your public library’s research room (your Research Librarian can be a tremendous partner!), or online. KennedyInformation.com is a great place to begin. You should also do a search using keywords like “executive recruiters” or “executive search firms” … you’ll find lots. Some lists are fee based, and others are free. Another way to find the recruiters who are most likely to be looking for you is to hire a distribution service. Be sure to notice the differences in process as you’re evaluating the options … I do not typically agree with the idea of a blast, e.g. “send your resume to 10,000 recruiters”. Recruiters, particularly at the senior levels, like to maintain at least some level of exclusivity. More targeted services, in my opinion, are preferable.
4) How often should I contact them? Once you have made a successful connection, I recommend staying in contact, but within a couple of guidelines. First, when you send an email or place a call, be sure that you’re offering them something of value … a name, some company information, or something else that they can leverage. Doing so will make them much more likely to keep the connection with you open. Second, one contact every two weeks is plenty. If they have a match for your skills, they will let you know … which leads me to the most frequently asked question …
5) Why won’t they call me back? Simply said, if they’re not working to fill a position that is a match for you, they have no reason to call. Don’t take it personally. The best thing you can do is get into their database, refresh your information every 4 – 8 weeks, and don’t rely on them … you should continue to network, network, network!
Questions? Call me, 800-876-5506.
-Debbie
