Recruiters – friend or foe?

Like most job seekers conducting a job search, you will probably have dealings with recruiters, be it responding to a recruiter’s advertisement, or contacting recruiters directly.

Before working with recruiters, there are a few things you need to know, which will make working with a recruiter so much easier and more effective.

About the industry

Before using a recruiter, it is important to understand a few of the key issues relating to the sector.  The industry by its very nature, is very competitive and cut throat, head-hunters rarely talk to each other, little training is required of recruiters i.e. there are no mandatory education or training prerequisites and the industry is very fragmented

Recruiters are working for themselves, not you

Recruiters are working for the company (or rather themselves, as they get paid a commission for placement) and the company is their client – and you are essentially the candidate (product) they are offering the client.

Because of the way the industry is structured, recruiters will be looking to work with the candidate most likely to get hired by the client.  What this means to you, is that they won’t be recommending you, if you don’t meet the client’s specific requirements – so don’t rely on a recruiter to nail you that job. (Recruiters should only ever be one aspect of your overall job search strategy).  Also keep in mind, that because the recruiter has to meet the client’s exact requirements, a recruiter is probably NOT the best job search strategy, if you are starting out, or looking to change career direction.

The Distinction between headhunters (recruiters) and temporary employment agencies

Headhunters (or recruiters) are either retained or contingency.  Retained, is when the agency has a financial relationship with the client company and is paid an up front free for completing an assignment to match the candidate to the specific job specification (this is quite common for government recruiting drives).  Contingency is when the recruiter gets paid, only if the recruiter presents a candidate that the company likes and hires.

As a result, many recruiters will tell you that you should cultivate an exclusive relationship with just a couple of recruiters – since if they are getting paid on a contingency basis they might be competing with other recruiters to fill the same position.

If you decide to enlist with several recruiting agencies and the recruiter working on contingency discovers this, then it is likely that the recruiter will view you as a ‘risk’ and not worth working with you.  However keep in mind, that most recruiters are unlikely to share information about who they are working with, so many career professionals actually recommend contacting as many recruiting firms that specialise in your industry or profession, as is practical.  That way you won’t miss out on a position, when it arises.

Temporary employment agencies, are exactly what the name implies, they supply their clients (companies), with staff on a temporary or contract basis.  When working through a temporary agency, you are working for the temporary employment agency, (they pay you and then invoice the company) not the company you are working at.  Temporary agencies are a great place to get your foot in the door and often a fantastic opportunity to get a permanent position.  If the company decides they want to employ you on a permanent basis, then the company will pay a fee to the temporary agency.

Be selective in the recruiters you approach

As the industry is currently so fragmented, it is vital to be very selective in regards to the recruiting agencies you approach.  A small number of recruiters don’t act in a professional and ethical way, which might potentially be detrimental to your job search.

Build a personal relationship with your recruiter

Now that you have an understanding of how the recruitment game works, your next step is to begin to build a personal relationship with the recruiter.  Treat the recruiter, no differently than you would treat any other contact in your network and make sure you treat the recruiter with respect.  That means:

• Respect the interview with a recruiter, by treating the interview process as a business meeting.  It is not the time to get on your soapbox and gripe about your current circumstances.  Even if the interview is informal, don’t be lulled into a false sense of security – keep it strictly professional and don’t inadvertently disclose personal details that could be detrimental to your application.
• Respect the recruiter’s time (most recruiters work long hours and are extremely busy), so make sure you return their telephone calls and keep appointments
• Keep it honest, – for example, don’t tell the recruiter that you are interested in a position and then not turn up for the interview arranged with the prospective employer.  Also keep in mind that most recruiters are not interested in functional resumes, (they often chuck them out) – they want the resume in a chronological format, without the experience being embellished or exaggerated!
• Present yourself as a candidate of high calibre and make their job easier.  For example, (a) any application to a recruiter should be fact filled and written to help the recruiter match you to their exact client requirements, (b) your job search aspirations should be crystal clear and (c) if asked your salary expectations, give an honest answer.  By making their job easier, it is more likely you will establish a good working relationship and the recruiter will work with you in partnership.  (Just remember though, the recruiter’s allegiance, will always be to their client, not you).
• Avoid any potential conflicts, by being very selective in the company’s you contact directly.  If a recruiter presents you as a candidate to a company, you have already approached, it could result in the company, not wanting to pay the recruiters fee, resulting in you potentially being overlooked for the position and a blacklisting by the recruiter in question.