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What are the Key Elements of a Recruiter’s Job?

December 15, 2008 By

Putting this in the simplest terms possible, there are three elements to how retained recruiters earn a fee:

1)  Build a ‘call list’ of potential candidates through research or their existing network, database or   running ads (e.g. Careerbuilder)

2)  Select from the pool those candidates who fit their clients’ requirements

3)  Convince those who qualify to look at the role

Some recruiters offer more services: writing ad copy, writing job descriptions; having assessments performed, managing the scheduling of interviews, etc. 

Notice that none of these items include finding you a job.  So set your expectation accordingly when networking with a recruiter.

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For Whom Does the Recruiter Work?

December 15, 2008 By

The one paying their fee: the client.       

This sounds like a repeat of the prior post.  Of course, the recruiter wants you to present well.  But after the initial interview, I recommend limiting the recruiter’s role.

The recruiter has accomplished their three goals for their client; the rest is up to you and the company to finalize if an offer is extended.

Obviously, the company is interested in you.  So make all the future discussion directly between you and the company.   Clarity of communication regarding conditions of your employment is critical, so adding another person in the mix, diminishes it for both the company and yourself.  

Put another way, if you can’t have the tough conversation with them when they are trying to ‘recruit’ you – What happens after you start?

If a recruiter offers to give an opinion on your salary package, politely say “No thank you”.   Seek someone with independence from the client.   I don’t mean to imply anything other than it’s simply a good practice.

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What!?! My skills transfer to that role!

December 15, 2008 By

I am a finance guy.   If you asked me to recruit a new CIO, the first thing I would ask for you to give me a list of qualities and requirements.

I have never sat in the CIO chair.  So while I might be aware of what the CIO does, I truly don’t know what combination of skills and experience level for each skill it takes to run an IT department.

My ability to translate the skills of a CIO from outside our industry would apply to our industry would be even more limited.

Do the skills of managing a software company IT department work in a manufacturing world?   My guess is yes, but I’d be hard-pressed to tell you which ones.

As the chair of a finance executive networking group, I’ve met with about 120 recruiters.  How many of those of recruiters have been CFOs?  One.   How many had worked in the industry for which the position they were recruiting?  A handful.

Most recruiters have awareness or familiarity with the positions and industries, but actual work experience.   So unless they have sat in your specific chair – then set your expectations for their ability to translate your skills accordingly.

Sidetrack: “Industry experience required”

This requirement comes exclusively from the client, not the recruiter.   By time a company comes to a recruiter and is going to pay 30% of salary as a fee – they come with a very specific set of requirements.   They ask the recruiter to find the person they want, not just talent.

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Bet, Draw or Fold – Working with a Recruiter

December 15, 2008 By

Now that you have read the skills transfer post, here’s my rule of thumb for working with recruiters. 

Borrowing from world of Texas Hold ‘Em, here’s my recommendation based on the positions you’ve held and industry experience:

1.       Bet: Match both title/experience and Industry 

2.       Draw: Strong title/experience match with limited industry experience (or vice versa)

3.       Fold:  Have not held the position and from outside the industry

Both “Bet” and “Draw” means you should contact the recruiter.

With “Draw” you will need to clearly draw the parallels between industries or duties to the job description.  Remember that you need to do the translation for the recruiter and perhaps the company.

For “Fold”, this is simply recognizing that even if you are really talented, a recruiter is generally not asked to just find talented people.  So do both yourself and recruiter a favor, apply when the odds favor you.

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The Out-of-the-Box Candidate

December 15, 2008 By

Occasionally, a recruiter will say they are including an “Out-of-the-box” candidate – which is usually someone from outside the industry.  

Why do recruiters put in someone like this – there’s lots of reasons (client request, recruiter knows the person being submitted very well, etc.)

After being submitted as one of the candidates, someone asked me “How often does the out-of-the-box candidate get hired?”.   My response was simple, “More often than the candidate who never got in front of the client”.

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The Value of a Recruiter’s Database – Why you want to be in there:

December 15, 2008 By

If you meet 50 people at a party, church or work function, how many of their names will you remember in a month?  Six months?  In one year?  Now use the same timeframes, but make it how much of their personal history will you recall?   The answer is probably not much.

Recruiters will generally meet several hundred people a year.   That’s why they have databases.  So when they get a search, the first step is to search their database.

So even if you really had a great meeting with the recruiter, the better way to get your name into the search results is to have a very complete resume that provides company name, industry type, position titles, functions overseen, etc.  – all the items that a search might be conducted on for the position you seek.

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It Seems Like Recruiters Have All the Jobs

December 15, 2008 By

Back to the initial expectations, 75-80% of roles come from networking -the percentage will vary by both the company and the level of position they are filling.

So why does it seem like recruiters have all the jobs?

1.        20-25% of open position is a pretty big number.

2.       You are more likely to hear about a role from a recruiter, because they openly use their network or advertising.

3.       Many people don’t really care to broadcast that they are in transition, so you may not hear the source of the job change.

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Why Won’t a Recruiter Meet with Me? … Really, you don’t

December 15, 2008 By

Recruiters get work by networking and calling on clients.   A call to a client is an “At Bat”.

A meeting with a candidate when the recruiter is not working on a specific role is not an “At Bat”.

You want them out finding jobs, not chatting with you.   Get your resume into them.

Offer to meet or to have a call to get acquainted and see if they can help you network.   Many may meet you.

Trust me; if you match up with what their client is seeking, you will spend a fair amount of quality time with the recruiter.

Until then, let them go to work.

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How to Prepare for a Meeting with a Recruiter**

December 15, 2008 By

Written by Marcia Ballinger,  PhD, SPHR – Principal, Keystone Search

I asked Marcia to write this post because she has consistently met with individuals in transition at the request of people in her network.  The perspective of a recruiter when it comes to networking with candidates will help us all prepare better.  My thanks to Marcia – MJR

I’ve been in search longer than I care to admit.  During that time, I’ve met with hundreds of executives and formed hundreds of impressions.  The following are some of my thoughts intended to help you make the best possible impression with a recruiter.

First, get the meeting off to a good start: 

  • Be on time, but not too early.  It can be uncomfortable having someone waiting in the lobby for 30 minutes ahead of schedule.
  • Find your own way to the recruiter’s office.  It does not make a good impression to call the recruiter from your car and ask where they are located or where to park.
  • Do some homework.  Look at the firm’s website and the available information about the recruiter.  What might the two of you have in common? 
  • Bring a folio and something to write with.  Does this seem obvious?  You’d be surprised!

 

If you are meeting with the recruiter to network:

  • Remember that there is a very (very!!) low likelihood that the recruiter will be hired for an assignment that you’d be interested in during the time you are in transition.  This is a courtesy meeting.  Reiterate that you are very grateful for the opportunity to meet and only expect 20 minutes of the recruiter’s time.
  • Be a little flexible.  Come prepared with your own agenda but know that some recruiters will want to control the meeting.  Either way is fine.
  • Send the recruiter your resume ahead of time.  Be prepared to give a short synopsis of your background and a description of the types of assignments you are most interested in.  Be specific.
  • Before you leave, ask the recruiter, “Is there anything I can do to help you or your firm?”  Recruiters are frequently asked to help but are rarely offered help.
  • Your objective in this meeting is to make an acquaintance and leave a positive impression.  Be brief, be positive, be gracious.
  • The recruiter is meeting with you to be helpful to you, with no other agenda.  Be a bright spot in their day!

 

If you are meeting with the recruiter to interview for a specific job:

  • Recruiters all have different styles, but you should expect that most of the time will be spent asking questions posed by the recruiter.  Do not prepare “formula” answers ahead of time.  You want to appear genuine, not false.
  • The recruiter will be meeting with a number of candidates, not one of which is “perfect.”  Be honest about your strengths as well as areas where your background does not entirely match up.   If the recruiter didn’t think you were a likely candidate, you wouldn’t be in the interview!
  • The recruiter’s purpose in the interview is to confirm your qualifications for this position, assess your “fit” to the culture of the client organization, and clarify any open issues.  The purpose is NOT to screen you out.  Because the recruiter has specific objectives for the interview, he or she will likely have a list of questions to ask you.  Let the recruiter control the meeting.  Answer each question, but don’t “over-answer.”  Many candidates have talked themselves out of a job, but I’ve never seen anyone talk themselves into a job.  Give thorough but brief answers.  If you’re not sure, ask the recruiter if they’d like more depth.
  • You’ll probably have an opportunity to ask questions about the position and organization.  This is your chance to ask the recruiter about some of their impressions of the hiring executive, the staff and the organization’s culture.  Bring your most pressing few questions to this meeting.   This is not the time to go through a laundry list of specific issues; you will have ample occasions to ask more detailed questions later.

 

Finally, follow up promptly:

  • Some folks prefer a handwritten note, but I appreciate the immediacy of an email.  Use the same level of professionalism in your correspondence with the recruiter that you plan to use on the job. 

 

            Good luck!

Marcia’s e-mail:  marciab@keystonesearch.com

Marcia’s profile:  http://www.linkedin.com/pub/0/b60/4a4

Marcia’s company: www.keystonesearch.com

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Mutual Time Wasters

December 15, 2008 By

In the spirit of respect each other’s time, here are a few items for you to avoid and where you can politely say ‘I understand…”

Your items

·         Describing yourself in generic terms like “I’m a change agent”, etc.

·         Spending more than 30 seconds on the background of a situation

·         Your frustrations about a job search

·         Complaints about your old boss or company

Recruiters

·         Explaining either of these items:

o   Difference between a contingency and retained recruiter

o   What it means to be a retained recruiter

·         Giving exhaustive detail on their database

·         Line by line review of a job description (you can read it)

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What up with those Rotten Ones?

December 15, 2008 By

To the delight of a few and the chagrin of many within the recruiter community, the barrier to entry into the recruiting field is low.   So you are going to get a pretty wide range of talent (like most service providers).

If the recruiter has the job, obviously they are part of the process, but if they are bad news then it benefits you to keep their role to minimum.

Here is how I’ve tested an individual recruiter’s skill.  I just use a simple 1-5 (5=High) scale – this is a gut feel scale.  The higher they score, the more they can be involved in the process.

1) How long they have been in the business? 

  •  Usually the longer the better, as it shows they have kept a client base.

2) How many firms the recruiter been with? 

  •   If they have been with a bunch, I find there is generally a reason why.

3) What types of roles do they recruit? 

  • This is a bit of tricky one, but I found that a long-tenured recruiter who has only done relatively low-level roles, tend to have less experience when it comes to negotiating, etc.

4) How well they can explain a clients business?

  • Obviously, I don’t expect them to match a company insider’s knowledge.  This is test of their general business skills and ability to understand their client’s business model. 
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A Bit of Fun — Interpreting rotten Recruiter’s lines

December 15, 2008 By

Here are a few of my favorites.  Usually these types of lines come from the weaker recruiters in the bunch – their tone of voice, inconsistency with other comments, etc. is a dead give-away every time.   On the upside, consider inviting these folks to your next poker game (and bet big!)

What they say: “Wow! That salary will be tough to match.”

·         Meaning: “My client is not paying that much.  Lower your price” or “I don’t recruit at that pay level”

What they say: “We have a full slate of clients”

·         Meaning: “You are not qualified, but I don’t have the heart to tell you”

What they say: “The search is on hold, we’re waiting for next steps”

·         Meaning: “We have not heard from the client for quite awhile – don’t know what the hell is going on”

What they say: “Good idea.  I’ll run it by the client”

·         Meaning: “The only thing I’m running to is the biff after we hang up”

What they say: “I’m not sure that will be a critical factor”

·         Meaning: “I don’t have a clue what you told me, so I’m not going to try to explain it”

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