Job seekers of all ages would like to have recruiters “pitch” them as a great candidate. Let’s clear up a few myths:
Myth #1: Recruiters will introduce candidates to their clients.
Truth #1: Yes, if you are a fit for a position the recruiter is working on. The reason why recruiters do research to identify candidates is that their client’s specification (job description) is job #1 to fulfill. The recruiter would lose credibility by saying, “Well, I don’t have that, but I’ve got this other great guy for you to look at!”
Myth #2: Recruiters act as “agents” for job seekers, especially executives.
Truth #2: Recruiters make their money by securing hiring companies as clients. They are paid by the hiring company and their focus is focused on finding clients and fulfilling their clients’ needs…over and over again.
Some recruiters are retained by a company in a contract with their fee committed up front and others are contingency recruiters, who are paid by the client only if the client hires their candidate. Many retained recruiters focus on executive level searches, approximately $150,000 per year base and higher, with exceptions, of course.
As in any industry, there are various types of recruiters. Some really enjoy the engagement with prospective candidates or job seekers and others choose to invest their time elsewhere. Don’t take it personally.
Myth #3: Recruiters have their own database that job seekers should get into.
Truth #3: Yes, many of the larger recruiters do have a database that they can scan your résumé into. However, recruiters today understand that LinkedIn is the largest database in the world.
What steps should you take?
1. No more than 5% of your job search efforts should be focused on recruiters. Do not expect a reply or a conversation as they will call you if and when there is a fit. Repeat: Don’t take it personally.
2. Introduce yourself to local recruiters as a small component of your job search schedule. The way to get on a recruiters “radar” is:
- To be mentioned or referred by respected individuals in the recruiter’s network about the quality of your work.
- By being known as a rock star (top notch high performer) in your current position – the word spreads quickly.
- To demonstrate that you understand how recruiters work and show respect for their time.
- To interview exceptionally well with them over the phone or face-to-face! Treat any interaction with a recruiter as if you are meeting with a hiring manager.
3. Be sure you have a brilliant profile on LinkedIn. Don’t wing it. Take the LinkedIn tutorials, type “LinkedIn profile tips” in your Bing or Google search bar and spend hours learning and updating your profile. You may learn ideas on how to improve your résumé, too, since the two should match.
4. Focus most of your energy on identifying the companies you want to work for and the role you want to perform next. Occasionally, when you contact a hiring company, they will send you to the recruiter they have hired.
For answers to your questions, challenges or concerns, please e-mail me at Dana@DanaManciagli.com or add your comment here!