How To Win With Recruiters

Are you considering including recruiters as part of your job search strategy?  If so, there are a few things that you may need to know.  Recruitment firms and employment agencies offer job seekers a link or connection to potential opportunities that may otherwise be inaccessible.  The most effective recruiters however, only work with those candidates who present a solid set of skills, demonstrate strong value and potential benefit to a company and are a good fit for the culture.

What ARE recruiting firms?

There are three distinctive types of recruitment firms in Canada ~ retained, contingency, and agency as described below.  All three types of recruitment firms are paid by the company that hires them to find the right person with the right skills for the right position that they need filled.  This means that the company is the recruiter’s client, not the job seeker as recruitment firms are paid by the company that hires them. The company is referred to as the client and the job seeker is one of many applicants. The recruiter may select an applicant to put forward to their client as a candidate for a position if they believe there is a good fit.

According to the Career Professionals of Canada Certified Employment Strategist Guide:

Retained Firms (also known as headhunters), generally focus on select senior roles and manage much of the recruitment process, (resume intake, candidate cuts, interviews, etc.…).  The hiring company pays the recruitment firm in installments as they move through a particular process to fill a particular position. Retained firms are often specialized and typically not receptive to receiving résumés and unsolicited phone calls. Instead, they are more “boutique” firms, generally looking to “cherry-pick” a professional who is skilled in a particular role and field versus someone who is more broadly firing off resumes and applications. 

Contingency Firms generally know of, and manage many opportunities at any given time. These firms tend to compete with each other to fill the same positions and may only be successful on a small percentage of positions they work on. The successful firm is paid by the company only if their candidate is hired. Contingency firms rely on a strong network of candidates as the lifeblood of their business and are more open to unsolicited résumés or phone calls.   These firms may present an applicant to a number of employers that the recruiter knows will be interested in their profile and does much of the legwork for the job seeker. 

Agencies (sometimes called Staffing Agencies) generally work on junior roles or mass hiring of workers. They often work on very tight deadlines ~ including “real time” as the needs of their clients (employers) tend to be immediate.  This category also includes Temp Agencies that generally place workers in short term projects or contracts, filling positions which are open due to maternity leaves or short and long term disability periods.
NOTE:  You should never agree to pay a recruiter any money up front to help you.
 
What are they looking for?

Over the last several years, recruitment firms have raised their standards considerably and are very selective with applicants; strategically looking for the right person to fill a particular role(s).  Job seekers looking to work with recruiters need a solid foundation and knowledge of technical (on-the-job) skills and highly developed soft (interpersonal) skills, packaging themselves as a valuable and in demand commodity.  A winning combination of hard and soft skills shows a recruiter that you can both do the job successfully and be a great fit for their client.  Lastly, creating a strong brand is a “must have” to make a dynamite first impression.  Here are some tips to get you started:

~  Have a polished resume and cover letter at hand, along with references and a portfolio showcasing credentials and achievements.  Ask recruiters for feedback on your resume and branding materials and engage them as a resource as they know what their clients are looking for.
~  Create a strong LinkedIn profile.  Based on a variety of sources, up to 94% of recruiter use LinkedIn to connect with talent.  For more information on what recruiters say about LinkedIn see:                      http://www.adweek.com/socialtimes/survey-96-of-recruiters-use-social-media-to-find-high-quality-candidates/627040
~  Foster a relationship with your recruiter(s) through service, partnership, honesty and integrity. 
~  Verify your references and coach them to give a glowing recommendation to the recruiter. 
~  If called, prepare and dress for the interview as if you were going to any company and be prepared to potentially do pre-employment assessment tests.
~  Align yourself with the viewpoint of the recruiter and present yourself from a place of service. Partner with them  to serve the benefit of their clients versus just seeking a new job.

Working with recruiters can be very valuable as they can offer job seekers access into an organization and roles that would otherwise be inaccessible.  That said, it is still important to remember that even when working with a recruiting firm, you need to stay in the driver’s seat of your job search.  This means building a relationship with those you are working with, doing due diligence to determine what they need from you in terms of information and tools, and following up appropriately and consistently. 

Wishing you a successful week!

​Lysa