Tips for Working with a Recruiter – Candidates
Countless factors can influence the recruitment process. However, there are certainly key elements that a candidate may employ and maximize in order to build a strong relationship with a recruitment team and make certain that all processes are as optimized as possible in order to win a new position.
Search for an individual or firm that specializes in your area of focus
A recruitment professional who spends each day working within a particular sector will have specific knowledge regarding an array of factors and insights pertinent to that realm. These include longstanding relationships with companies that are actively/potentially seeking new hires, broad knowledge of prevailing compensation structures, domain experience and comprehension, industry specific competence and qualifications, and a host of intangible factors that others will very often lack.
Maintain a current resume
Make it a point to always keep your information up to date as you never know when a recruiter may contact you to discuss a position that is sufficiently attractive from a number of important perspectives to prompt interest in making a move.
Don’t pay for placement services
Executive search firms sign fee agreements with client companies, never candidates. If a particular organization broaches the subject of payment for placement services make certain to find a new group to work with.
Provide us with a list of companies/other recruiters to whom you have already submitted your resume
An important factor to keep things streamlined and efficient. Make it a point to maintain a spreadsheet that includes all companies where your information has been sent, when you submitted it to them, and what the result has been up to then. Doing so can save all parties involved a great deal of time as we can focus on organizations you have not yet spoken with. It’s also important for us to know if there are other potential positions that may be in play and how far along in the process you may be so that all involved allocate their time and efforts accordingly.
Be upfront about gaps or inconsistencies in your resume
There are a number of ways to present information that may have a few nonlinear entries in a forthright and productive manner rather than simply providing information in a fashion that may unnecessarily trigger a flag – particularly if there are very reasonable explanations for these listings.
Have fairly specific parameters and goals in mind when outlining job requirements
These include desired compensation range, company culture, promotion possibilities, training and growth opportunities, in-office or remote work preferences, and any other intangible factors that may be important to you. For example, many people in sales would prefer to stay in a direct, customer-facing position for the duration of their tenure rather than entertain possible management options. Knowing the framework for these requirements will help us to ensure that optimum focus is maintained for clients and candidates.
Be honest and detailed about past and current compensation
Not only does this allow us to have as much knowledge and leverage as possible when negotiating a potential package, it also helps us to avoid potentially negative consequences in the process if errant information should become known. For example, many employers (particularly those seeking to fill a sales-related position) will ask to see W2 forms for a few years prior therefore having authentic information upfront is essential.
Compensation requirements in a new position
It’s incredibly important to know what parameters we will be able to set regarding base salary, compensation at plan, bonuses, stock options, and other items that may apply. Companies may generally have a bit of leeway to be creative in order to hire a superb individual, but it’s imperative to make certain that boundaries for both parties mesh well before the offer stage.
Steer clear of directly contacting an employer to whom we have presented you as a possible candidate
Indeed, doing so may actually damage a potentially strong match as hiring managers may be irritated and disapprove of circumventing a process that we have carefully structured and agreed upon before the search was initiated. Yes, we are also very unlikely to pursue additional work with you as well.
Maintain an open mind regarding companies, roles, and titles
Is the title of VP absolutely essential if the pay and position factors meet and surpass your needs? Might it be worth examining a startup or smaller company that has a superb opening even if all of your prior work has been done in a larger environment? There have been a number of occasions where we presented an individual for a certain position and, during discussions, it turned out that they were an even better fit for another role within that company. These instances have turned out fantastically well without exception thus it’s always a good idea to a keep all options open.
Avoid tire-kicking activities
We put a great deal of time and effort into each search and fully understand that there won’t always be a proper match between a company and a candidate. However, there is a point where it may become clear that making a move from your current organization would require an unreasonable platter of prizes thus our engagement will most likely taper off.
Do your homework
Our part in the process is much easier to perform if a candidate takes the time to properly prepare. Develop a detailed understanding of the company’s products, market, and the open position itself. Delve into the backgrounds of those in leadership positions. Think about how your knowledge and achievements match what the organization is seeking and how you will be able to implement those skills to surpass their stated goals.
Be on time
Obvious, right? Make it a point to show up for a meeting about 15 minutes ahead of the scheduled time. This will give you an opportunity to reexamine relevant materials and also show that you are serious about pursuing the opening. Arriving earlier than this may be viewed in a skewed fashion by a particular interviewing team.
Small details
From formulating a potential business plan to interview attire and sending a thank you note after meeting with a hiring team, many seemingly insignificant factors can either push your candidacy to the top or leave an unnecessary block in the process. We gather a great deal of information from client companies so that we have a strong idea of what they are seeking performance-wise, culturally, and from a knowledge/ability standpoint. Taking advantage of these insights is certainly appreciated and is one of the many things that separate us from standard firms in the industry.
Make certain to have a fair amount of availability to conduct interviews and provide feedback
All individuals involved in the hiring, recruitment, and job search processes have a finite amount of time to tend to their current duties while carving out sufficient blocks to conduct the necessary steps involved in filling or seeking a position. Coordinating meeting times for all parties involved often requires a fair amount of creative structuring thus flexibility and a willingness to entertain unique timeframes may be somewhat essential.
Be open to suggestions
We may have ideas regarding a number of items that may help propel your candidacy forward. These may include resume changes, advice on how to interact with a particular decision maker, constructive comparisons with your current position or others that may be of interest, and many other notions that could help you make a sound career choice.
Follow up
Make it a point to check in with us as directly as possible following interviews or other types of contact you may have had with any party that could affect your candidacy for a particular opening. Also mark it down to contact us rather than the hiring manager as it plays much better from a professional standpoint.
Temper expectations
There is always the chance that we won’t unearth a position that provides a 200% increase in salary or perks that include 3 months of vacation each year. The process may take longer than expected or we may not locate a match that meets the requirements of all parties. Providing sufficient leeway as we explore potential opportunities is essential for all involved.
Let us lead signing negotiations
This is something we do every day. We have in-depth insight into what the absolute dimensions are on both sides. Most importantly, we act as a necessary mediator between the hiring company and candidates to make certain that things don’t get bogged down by unnecessary impasses, perceived slights, errant emotional responses, and a host of additional factors that may come into play without a moderating party guiding things appropriately.
Take our advice regarding potential counteroffers – never accept one
Indeed, we have a blog post dedicated to this topic – Never Accept a Counteroffer
Maintain contact after you’ve accepted a position
We will certainly make it a point to stay in close communication after you’ve begun working for the new company to make certain all is faring well and to discuss any potential concerns or updates you may have. We are also always open to hearing about other individuals you may be aware of who might be open to a new role or companies who might have openings. Long-term relationships with client organizations and professionals are an essential component of our business approach thus periodic contact to discuss items of interest are always welcome from both parties.