Internet era with massive job posting boards
and thousands of online recruitment sites,
the idea of working with a recruiter may seem
unnecessary. Nothing could be further from
the truth. Take a look at these facts:
are involved in about half of the available
Physician Practice Opportunities available
today, according to a study conducted by JSMG.
Recruiters provide no-cost advantages
such as career guidance and the ability to
hone interview techniques and polish a CV.
Prospects using the services of a recruitment
firm are better prepared for job interviews
and have the inside scoop about the company,
as well as the skills and intangible factors
that the hiring manager desires in a candidate.
Recruiters have access to jobs not
advertised or posted on the Internet.
WHAT A RECRUITER
DOES FOR YOU
the Scope of a Job Search
Working with a recruiter can expand or narrow
the scope of your job search. You now have
access to new opportunities. Many companies
hire recruitment firms because they don't
have the resources to conduct searches themselves
and prefer the professionalism and expertise
recruiters bring to the process. The employer
devotes time to interviewing only the most
qualified candidates. In addition, some companies
don't advertise or post jobs on the Internet
because they don't want to sort through a
flood of resumes. Finally, recruiters also
handle confidential searches. At the same
time, the scope of your process narrows by
eliminating unsuitable jobs that waste your
time because they don't match your qualifications
You'll learn who will conduct the interview,
as well as gain insight into personalities,
topics to avoid and what components of your
experience to play up. Anyone can obtain information
about the company on the Internet, but the
headhunter has details about why a position
is being created, how a department has been
impacted by recent growth or what happened
to the person who formerly occupied the job.
Ask your recruiter what experience and leadership
skills the organization seeks. You go into
the interview prepared with information you
can't obtain elsewhere.
Once they've identified a qualified candidate,
good recruiters coach them throughout the
job search process, often starting with the
CV. It may require an overhaul to better position
a candidate, or simply polish to highlight
expertise for a particular job. In addition,
many will role-play or conduct trial interviews
with prospects. This enables you to safely
practice for the meeting with someone who
has insight into what is actually wanted by
the hiring authority. You also can determine
how to finesse difficult questions.
the Compensation Conversation
Recruiters eliminate the need to negotiate
salary with employers. If the topic comes
up, you simply explain that the headhunter
will handle that aspect of the process. That
allows all interactions with company representatives
to focus on you and the skills you bring to
the table. It's important to note that while
the employer pays the recruiter a fee, the
recruiter negotiates on YOUR behalf during
salary discussions. Because fees are often
pre-determined in advance, it is in the recruitment
firm's interest to make sure you obtain what
you deserve. If you work with a recruitment
firm, it does NOT lessen your chance of getting
the job because the organization has to pay
the recruiter a fee; the fee is a budgeted
item for the hiring organization and has no
real bearing on your prospects, salary or
viability as an excellent candidate. In today's
job market, signing bonuses and non-traditional
benefits such as extra vacation or telecommuting
are important to some prospects. Your recruiter
handles discussions about these issues as
GET THE MOST FROM THE RELATIONSHIP
is the Best Policy
Some people advise job candidates to be cagey
during the interview process: "Don't
reveal income, don't discuss unsavory career
details and never let them know what you really
want." While discretion can be a valuable
tool in some situations, when you're working
with a recruiter, honesty is much more productive.
One distinct advantage a headhunter provides
is the support to achieve your income and
career goals. It is vital to communicate this
information. Talk about your bottom line related
to job demands, salary and perks. You and
your recruiter need to know what points are
negotiable and which ones are not.
Headhunters provide other benefits as well.
Through trial interviews, they can help you
position yourself in the best light. Remember,
they want you to get the job. If you openly
discuss how to handle questions about a former
layoff, a personality conflict with a manager
or a failed project, the recruiter can help
you respond in a positive and appropriate
Today, speed is the name of the game. Recruiters
and employers are under tremendous pressure
to fill positions. According to an employment
trends survey conducted by JSMG during the
spring of 2000, fast decisions are the single
most effective action companies can take to
hire the most qualified candidates. Prospects
play a crucial role in the process. Among
the ways you can help:
CV's and complete forms in a timely fashion.
Return phone calls and respond promptly
Arrive on time or early for interviews.
Don't delay requests for personal interviews
if travel is required.
Alert references about potential inquiries
and request they respond promptly as well.
Make decisions as quickly as reasonably
benefits you as well. Those who labor over
decisions -- even if they are the best qualified
for a position -- have lost out to less desirable
candidates willing to move at a faster pace.
With the advent of casual business attire,
the proliferation of multiple telecommunications
devices and the presence of the Internet,
a word about professionalism is in order.
It is never wrong to err on the side of caution
during the job search process. When working
with a recruiter, some candidates feel these
interactions can be handled more casually
since it is not the "real" job interview.
Don't make that mistake.
Recruiters assess your performance every step
of the way and use this information to determine
whether to recommend you to their clients.
Always dress professionally. Be selective
with cell phone usage. If you answer calls
and happen to be at the pool with the kids
or inside a noisy restaurant this will not
convey the message you want to deliver. Even
answering calls during a meeting can give
a potential employer the impression that you
don't have the proper business focus. Caller
ID or a beeper can eliminate these difficulties
and enable you to return calls from more appropriate
locations. Make sure your voice mail message
is suitable for job hunting situations and
substitute that email@example.com e-mail
address with something more businesslike.
If a recruiter contacts you, these questions
can help you determine whether the firm is
right for you:
1. How long
has your recruitment firm been in business?
With low unemployment and an enormous demand
for qualified employees, many new recruitment
firms have popped up. Companies with established
records might have more solid industry contacts.
2. Do your recruiters specialize in my particular
market niche? You have a much better chance
of being placed in the position you desire
by working with headhunters experienced in
3. Name some organizations where you have
successfully placed candidates in my area.
The answer will provide more insight into
the firm's experience and whether they represent
companies where you'd like to work.
4. What is the average tenure of your recruiters?
Beware of companies that will not provide
this information or those with an average
of less than five years.
5. Is there a charge to me for your services?
You want to work with a recruiter who is paid
by the company for placing candidates. There
should be no charge to you.
6. Does your company have a national reach
or are you located in just one city? If your
job search is limited to the city where the
firm is located, this may not be a problem.
If your interest is more national in scope
or you seek a higher-level management position,
then select a firm with a more extensive presence.