Executive job seekers are always interested in connecting with recruiters, and recruiters, for their part, have consistently told us that their most effective resources for identifying candidates is networking. But building relationships can’t be rushed; they are nurtured over time and nourished with trust. Unfortunately, many executives wait until they are in job search to start connecting with recruiters, hoping to quickly develop a meaningful bond that will translate into paychecks. Job seekers often lament that they don’t know the most effective or appropriate method to begin building that relationship: how to contact a search firm, convey the right message and earn a spot in their networks, personal candidate prospect file or database — the places recruiters turn to first for qualified talent.
Working with a search firm can be a daunting task for the uninitiated. It’s like working with an attorney or a doctor. You don’t use or need a recruiter (or an attorney) every day, but by the time you need one, it is often because you’re in a situation that you can’t get out of on your own. You may have a general or vague idea what they do, but don’t know exactly who to use or why one is better than another.
Good recruiters are specialists. The majority of recruiters focus on a particular industry or job function. If you need brain surgery do you go to your internist? Of course not.
When it comes to recruiters one size does not fit all.
Seek those who work in your industry and recruit people at your level. Ask what their focus is. More often than not, if they can’t help you, they can point you to a colleague or contact in the recruiting world who does focus on your area. If you have a target company in mind (and you should), find out what recruiters they use, and then see who in your network knows them.
Be specific about what you do, what you want and where you want to do it.
Even though they know the market and what works, recruiters are not outplacement professionals or career counselors.
They are matchmakers and dealmakers, trying to connect the dots between you and their clients. Help them do that by making things simple and direct and know what you want. Think like a journalism student and use the five W’s – (Who, What, When, Where, Why) to give the recruiter a snapshot of who you are, what you do, when you want to land, where you want to be and why you are making a transition.
One of the worst things a candidate can do is to be “open to anything,” “willing to go anywhere” or “be willing to learn something quickly.”
Being the multi-talented go-getter who can play all positions sounds great… but in reality, recruiters’ clients want proven success in the industry.
If their client wants a CFO and you say, “Well, I’m a COO, but I can do that.” The recruiter will present his client with the three people he has who ARE CFOs and who ARE doing that. It is like the athlete who wants to be an actor. You might be able to act, but people are going to hire you because of how well you play ball. Know who you are and what you do. It is your job to communicate that to the recruiter. Email then call. Do not call without having sent your resume first, and if you really want a recruiter’s attention, have a mutual connection make the introduction. They will take your call if one of their valued connections asks them to, even if only out of respect to that relationship. Once you have a mutual valued connection vouching for you, you’ll have the opportunity to forge your own recruiter relationship.
