Selecting and partnering with a recruiter
Ken Pelczarski | TLT Career Coach July 2014
Whether you’re looking for a position or seeking to fill one, these 80 questions will help advance your strategic plan.
Many employers and individuals do not ask enough questions of a recruiter.
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ARE YOU IN NEED OF SERVICES OF A RECRUITER WITH INTEGRITY who is willing to work hard in your interests and will produce timely results? Whether you are an employer looking to fill a key position or an individual desiring a job change to advance your career, be careful in selecting the recruiter with which you partner.
There are literally thousands of recruiting firms throughout the country, each of different size, structure, style and specialization. Only a small percentage of these recruiters is likely to produce quality results on your behalf.
Before I go any further, let me explain that I am an STLE member and professional recruiter specializing in the lubricant and chemical industries. The strategies I offer here can be applied to any firm you are considering and, indeed, I recommend that you thoroughly investigate several potential recruiters before making major decisions.
How can you locate a recruiter who suits your needs? Look through search firm directories, recruiter and industry associations, search engines, internal employees and hiring managers, industry colleagues and past recruiter contacts. Improve results by dealing with a recruiter you have worked with successfully in the past or by dealing with a recruiter recommended by another party.
Recruiters get paid to network professionally at the highest level to help employers find the best and most fitting talent and to help individuals find the best opportunities fitting to their career goals. That is why it is critical to find the best recruiters to represent your interests and for you to optimize your relationship with recruiters.
EMPLOYERS
Decide first on working exclusively with one recruiter or with several recruiters. The advantage of an exclusive is that the recruiter will prioritize this search above others and should produce quality results if the search is within his/her specialization. The advantage of working with several recruiters is in creating healthy competition where you may reach a broader candidate pool.
Below are points to cover with recruiters when evaluating their ability to handle a search. You will already have answers to some questions if you have previous experience with the recruiter.
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Contingency or retained search firm?
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How long in the search profession?
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Industry specialization?
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Job specialization?
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Success rate in filling positions like this?
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Will a team of recruiters be involved with this search?
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Number of priority search assignments the recruiter currently has?
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Amount of time that will be devoted weekly to this search?
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Methods for locating candidates?
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Method of screening candidates?
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Reference checking on candidates?
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What information is included in candidate presentations?
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Number of qualified candidates expected in the first month?
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Any of our competitors you cannot recruit from?
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Information required to conduct a successful search?
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How frequently will we communicate?
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Expected time frame to complete this search?
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Policy on soliciting employees from client companies?
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Level of involvement in industry associations and events?
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Can the recruiter provide references from other clients?
EMPLOYEES
When searching for a new position, work closely with one or two trusted recruiters who are specialized in your field, especially if you are currently employed and your search is confidential. Listen to all recruiters, though, who have an opportunity to present and evaluate each situation on its own merits.
Below are points to cover with recruiters when evaluating their ability to represent you in the job market. You will already have answers to some questions if you have previous experience with the recruiter.
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Contingency or retained search firm?
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Focus mainly on recruitment for employers?
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Plan to actively contact prospective employers?
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How long in the search profession?
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Industry specialization?
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Specialize in what types of jobs?
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Frequency of placing individuals with my background?
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Will you be networking with other recruiters on my behalf?
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Will my resume be submitted into recruiter networks?
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Marketability of my background compared to other candidates?
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Competitiveness of my current compensation?
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Current opportunities you have in mind for me?
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Companies where you think my experience fits well?
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Method of presentation of my background to an employer?
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Level of help offered with resume writing, interviewing and salary negotiation?
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Number of job leads expected short-term?
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Information you require to represent me?
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How frequently will we communicate?
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Average time to find a new position?
EMPLOYERS PARTNERING
Start by executing a win-win search contract in which your company pays a competitive placement fee amount and is protected with a pro-rated replacement guarantee if a placed employee leaves within the first year. Be sure the agreement is fair to both parties so the recruiter has incentive to prioritize the search and get the job done.
Below are ways to make the most of your relationship with a recruiter:
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Emphasize how much you are relying on the recruiter to fill the job.
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Be open about search sources you are utilizing (e.g., advertising, networking, other recruiters).
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Discuss expectations/time frame for search results.
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Set up regular communications.
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Be thorough and honest with all information.
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Establish level of desired confidentiality.
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Explain the hiring process.
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Describe appealing aspects of working for the company.
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Offer a written job description.
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Give complete information about the position:
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Reason for vacancy and how long it’s been open
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Responsibilities and requirements
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Percentage of involvement with various tasks
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Key objectives within the role
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Growth potential
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Salary, benefits and relocation policy
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Challenges expected in filling the job.
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Share names of target companies (and individuals).
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Inform recruiter in a timely manner of important developments (e.g., position is filled, cancelled, delayed, prioritized or modified)
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Provide timely feedback following candidate presentations and interviews.
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Utilize recruiter’s input and feedback on interviews, references and salary issues.
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Keep recruiter in the loop on communications with candidates.
EMPLOYEE PARTNERING
Recruiters spend most of their time finding candidates for employers, so individuals must have realistic expectations of how much time recruiters will spend marketing them. Discuss mutual expectations with recruiters at the beginning of a job search process to ensure a solid partnership.
Below are ways to make the most of your relationship with a recruiter:
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Work on building rapport and a trusting relationship.
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Emphasize how much you are relying on the recruiter to find you a new position.
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Be open about other recruiters you are utilizing.
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Discuss expectations/time frame for search results.
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Set up regular communications.
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Be respectful of a recruiter’s time.
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Be thorough and honest with all information.
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Establish level of desired confidentiality.
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Explain reasons for job searching and how long you’ve been looking.
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Be open about prospective employers you’ve already explored.
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Describe your ideal job situation and career goals.
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Promote your level of success and reputation in your field.
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Provide as much written information as possible:
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Resume and cover letter
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Summary of accomplishments
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Education and certifications
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Awards and volunteer efforts
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References and recommendation letters
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Publications, presentations and patents
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Non-proprietary business plans
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Non-compete agreements.
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Share names of target companies.
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Provide current/recent salary and total compensation.
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State important aspects in a desired compensation package.
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Explain level of willingness to relocate and logistics involved.
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Inform recruiter in a timely manner of important developments (found new position, searching for different type of position, now happy with current employer, parted ways with current employer, now able to relocate, new salary).
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Provide timely feedback following interviews.
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Utilize recruiter’s input and feedback on interview preparation and follow-up.
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Take advantage of a recruiter’s knowledge of the industry and hiring trends.
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Rely on recruiter for input on realistic salary goals and salary negotiations.
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Keep recruiter in the loop on communications with employers.
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Offer referrals, LinkedIn introductions, and industry news to recruiter when possible.
Many employers and individuals do not ask enough questions of a recruiter and do not spend the time necessary exchanging important information to build the foundation for a successful partnership. The next time you speak with a recruiter, examine if he/she is asking the right questions and listening closely to your wants and needs. Trust your intuition to determine if a recruiter is truly interested in helping you accomplish your goals.
A professional recruiter can be a tremendous asset, so select carefully who will represent your interests.
Ken Pelczarski is owner and founder of Pelichem Associates, a Chicago-based search firm established in 1985 and specializing in the lubricants industry. You can reach Ken at (630) 960-1940 or at pelichem@aol.com.