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BEST METHODS FOR
USING YOUR RESUME
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WORKING WITH EXECUTIVE RECRUITERS |
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Many of my clients are confused about what to expect when working with an executive recruiter. It is important to keep in mind that a recruiter does not find a job for a candidate (you), but finds an employee for an employer who pays the fee to the recruiter for locating and screening candidates for positions. They focus on finding exact fits for specific jobs. If a recruiter does not return your call or acknowledge receipt of your resume, it is probably because you are not the right fit for any of their employers at that time. There is no fee to the candidate. The employer, not the candidate is the recruiters client.
If you decide to work with a recruiter, this should be only one of many options that you explore. If you want to work with a recruiter, you should understand that:
- There are two types of recruiters, contingency and retained. Contingency recruiters are paid fees after the client company hires a candidate that they have referred. Retained recruiters are paid in advance to conduct a search and may collect payments even if their search does not produce a successful hire. Both types of search firms earn 20% to 35% of the first years income for candidates placed. This fee is always paid for by the employer.
- Contingency recruiters often are used to fill positions that have:
| - Salaries of less than $100,000 |
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| - Many qualified candidates |
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| - Multiple vacancies with similar candidates |
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| - More screening, interviewing, and negotiating required |
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- Retained recruiters often are used to fill positions that have:
| - Salaries of more than $100,000 |
| - Highly unique or specialized candidates |
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| - A need for a third party to screen and interview candidates |
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| - A need for an intermediary to persuade executives to leave other organizations |
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Getting a positive response from a recruiter will greatly increase if you research and identify recruiters who specialize in your industry or function. Check the Internet, the library, and/or local bookstores for directories that list recruiting firms by type, industry, job function, or region. One of these is The Directory of Executive Recruiters published by Kennedy Publications. Most good recruiters specialize in a few industries or functions.
- Limiting yourself to only contacting recruiters in your immediate geographic area even if you don't want to relocate should be avoided because many firms have national accounts with positions throughout the United States.
- Making contact with recruiters and developing relationships with them, long before you need them may be of benefit to you. Remember, you are much more marketable before you need a job.
- Asking for referrals to recruiters from friends, co-workers, family, and colleagues in your industry is often very helpful.
- Coming across as desperate, aggressive, sarcastic, or egotistical is a turn-off to recruiters. Recruiters do not appreciate being pressured.
- Making a referral of a qualified person for a position when a recruiter contacts you will gain favor with the recruiter. Suggest people who genuinely may be good for the position. Don't waste the recruiters time by just giving any names.
- Being polite and taking the time to speak with recruiters when they call helps to build relationships.
- Joining professional organizations, attending conferences, and telling colleagues confidentially that you are open to talking with recruiters increases your opportunities. Recruiters often attend meetings and conferences to look for good prospects.
- Preparing a brief summary of what you do and what you are looking for in your next position, and being ready to quickly express this in a telephone conversation when you contact a recruiter will enable you to give a "30 second commercial." But first, ask the recruiter if he or she can take a few minutes to speak with you. If the recruiter says that this is a bad time, say thank you and call back later. After you have spoken, listen carefully, and allow the recruiter to give you feedback on whether you may be an acceptable candidate or a marketable one.
- Receiving no response from a recruiter should not be taken personally. Recruiters are very busy, usually managing multiple searches. You may hear from the recruiter several months later when there is a new assignment and your resume matches the requirements of the employer.
- Being bothered with repeated telephone calls and résumés is dreaded by executive recruiters / headhunters. If your position changes, simply send a new résumé but don't repeatedly call to see if the recruiter has any jobs for you.
- Some recruiters allocate a certain time each day for phone calls from candidates. If this is so, respect that time and only call during the designated period.
- Checking recruiters credentials before revealing any personal information is important. Ask search executives to describe their typical assignments so you will know if they recruit for positions that match your experience and goals.
- Being honest about your experience, education, and compensation is an absolute necessity. Never lie or embellish anything. Recruiters investigate your background and take this aspect of their responsibility to an employer extremely seriously. You should too.
- Informing the recruiter of your willingness to relocate and your minimum salary requirement is expected. You can include your geographic preference and salary requirement in the cover letter that you send with a resume to the recruiter. For the salary requirement you can use a range that captures your total compensation package. Or, if you are called by a recruiter regarding a specific position, you can ask about the compensation level for the available position and respond accordingly.
- Accepting a counteroffer from your current employer may jeopardize your relationship with the recruiter. In other words, the recruiter may not call you again.
- Telling a recruiter, as quickly as possible, if you feel the opportunity isn't right for you won't hurt their feelings and it won't waste their time. It will be appreciated.
Hunt-Scanlon Corporation - Stanford, CT gave the following listing of the TOP US SEARCH FIRMS:
EXECUTIVE RECRUITERS IN SPECIFIC COUNTRIES
Australia - PriceWaterhouseCoopers
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