IQ Insight July 2005 - Help US Help YOU

IQ Insight | July 2005

Help US Help YOU: How Headhunters Can Help YOUR Career

Unfortunately not everyone values their relationship with us - and that's a shame. But we understand. Before becoming recruiters we were business people too; and we know how frustrating it is to deal with unresponsive or unprofessional recruiters.

Surprisingly, not all headhunters are bad. In fact, many of us are quite decent. We work hard, we try to be professional, and we struggle with our overflowing voicemail and e-mail inboxes - just like you. We might not be able to respond to your calls or e-mails but we really do care.

Here's what you need to know about recruiters to help us help you achieve greater career success:

How we work.

Recruiters are hired by corporate clients to help them identify, recruit and assess specific people for their companies. Most recruiters don't receive a regular salary. We're paid a fee based on our ability to attract and close the right person for the job. And we often don't receive payment until our assignment is complete.

Our job isn't complicated - but it is a lot of work. For every assignment we sift through hundreds of potential applicants, complete innumerable phone and e-mail conversations, conduct dozens of interviews, and prepare countless candidate assessments. Our goal isn't just to find anyone who can do a specific job; we strive to find the top 3 to 5 people with the exact qualifications that meet our client's criteria.

Unfortunately, this means that 95 per cent of the people we review will not get an interview. It's not that they aren't qualified or capable; just that in this situation other candidates are a better fit with our client's requirements.

Why is this important?

Some people get frustrated when recruiters don't forward them to a client. It's nothing personal. Our livelihood depends on our match-making skills and we each interview thousands of people to refine our assessment abilities. It's in our interest to present the candidates we feel best match our client's brief - and we don't get paid unless we deliver!

We will call you if we have the right opportunity for you.

We also know its frustrating when a recruiter doesn't return your calls or e-mails. We're not ignoring you and again, it's nothing personal. Sometimes we receive more inbound communications than we can respond to - and our current assignments get top priority. If we're not working on something that's appropriate for you, we might not respond right away. But we always read and track your messages, and when we do have an appropriate opportunity, we will call you back. Promise.

Headhunters vs. career consultants.

Headhunters are not career consultants - we're paid by corporate clients to recruit new employees - and we don't make money when we're providing resume feedback or career counsel. That being said, many people consider us their most trusted career advisors. We have our finger on the pulse of the marketplace and we usually know who's hiring, when, why, and for how much. We can provide candid feedback on career choices, help strategize your next move, discuss compensation levels, advise negotiation strategies and flag career caveats that may never have crossed your mind. We'll even refer you to other recruiters.

It's a service we're happy to provide - for a select few candidates. It's not that we don't want to help everyone but time is our most precious commodity and every minute away from recruiting costs us money.

Treat people with respect - it really is a small world.

Some people only speak with us when they want something. And often these are the same people who won't give us the time of day otherwise. This approach might be a mistake. Recruiters are experts at assessing people - and how you treat them will impact their opinion of you. And while your recruiter relationships aren't critical to career success, they can be valuable relationships to have. We recommend you treat recruiters (and everyone else) with respect. It really is a small world.

How can you get the most out of your recruiter relationships?

Work with industry experts.

Headhunters tend to work in specific industry sectors and at different levels of seniority. If you're a mid-level sales person you won't get much response from a technical recruiter. Similarly it doesn't make much sense for CEOs to build their profile with a mid-level contingency recruiter.
Work with people you like.

Recruiters are just people. And while you want to find the right recruiter for your industry and level, you also want to find someone you like and respect. Ask people in your industry who they recommend. Then work hard to develop a relationship with those specific recruiters.

Don't put all your eggs in one basket.

Recruiters usually work on different assignments for different clients, and we certainly don't expect you to limit your options. While it's a good idea to develop a few trusted relationships, work with multiple recruiters to increase your exposure to other job opportunities. Ask your preferred recruiter who they recommend and if they think you're good, they'll probably even refer you.
Know who you are.

It's inevitable. People want to put you in a box. And recruiters want to define you as a potential product. Nobody likes it but it is reality. Don't fight it. Instead, hijack the process and catalogue yourself. Be candid about your strengths, weaknesses and skills - and package yourself as a product. That way a recruiter will be able to better represent you to their clients.
Know what you want.

It's amazing how many people come to us with no idea what they want in a career or their next job. Recruiters would far rather work with someone who has a clear vision of what they want vs. someone who is simply waiting for an interesting job to 'pop-up'. Be clear about your specific goals and objectives. Tell them about other opportunities you're pursuing and give them enough information to allow them to help you.
First impressions (and attention to detail) really do count.

A recruiter's job is to review and remove all people who aren't a "fit" with the opportunity they're working on. Every little detail counts - and a poorly prepared resume or cover letter can be all a recruiter needs to remove you from their 'consider' list.
Don't just call when you're looking. (It's sometimes too late!)

Even if you're not presently looking for a job, it's always good to check in periodically with your recruiter. Update them on where you are professionally, and what you're doing. And don't be afraid to "ping" them with a voicemail or an e-mail every once in a while. You might not hear back from them but you will remain top-of-mind for when a lucrative job opportunity comes along.
Give back!

The best human relationships are built over time with trust, respect, and give-and-take - why would your relationship with your recruiter be any different?

When a headhunter takes the time to talk to you about your career - consider yourself special. Recognize the value they're providing and offer something in return. Tips or business opportunities are always appreciated but more importantly, keep in touch! Most of us are in this business because we love helping people and want you to succeed. We like nothing more than to hear of your recent career accomplishments (and it's a good marketing strategy on your part too!).

So, there you have it - another set of tips for career-minded professionals. Nurture your recruiter relationships and keep the lines of communication open, even when you're not considering your next career move. Results aren't always immediate, but having a strong relationship with professional recruiters will always put you a step ahead in your career progression.

IQ Insight is published by IQ PARTNERS Inc.

IQ PARTNERS helps intelligent companies hire better, hire less and retain more. Our services include Executive Search, Qualification & Assessment, Employee Development & Retention, Career Management, and Contract HR Services. We specialize in Marketing, Communications, Media, Technology and Financial Services, and operate at the mid-to-senior management level. IQ PARTNERS has offices in Toronto and Ottawa, and internationally via the Aravati Global Search Network.

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