Finding the Right Recruiter For Your Job Search

The choice of a recruiter has a huge impact on your career. While the right recruiter may help you achieve job security and job success, the wrong one can lead to a career-threatening or worsening situation. Over twenty-five years of experience in recruiting, I have seen recruiters from both sides. It is interesting to see the difference between the career benefits and the unhappiness that a recruiter can bring to your life. You don't have to make a uniformed or poorly informed decision about who your recruiter is. This post will provide some key tips to help you choose the right recruiter IT スタッフィング for you job search.

1. Trust: Like in many areas of human interaction trust can make or break professional and personal relationships. If you don't have a basic sense of trustworthiness based on your initial impressions of a recruiter I recommend that you hire someone else immediately. In the pre-professional, or "wild west" days of recruiting, trust was a major concern. Using a recruiter could lead to a "buyer beware” scenario. Reputation, knowledge, consistency, ethics, career recommendations, and reputation are all key indicators of trusting a recruiter. Don't hire or fire a recruiter if you have a negative opinion on any of these matters. Some recruiters, to borrow a phrase from one our cultural icons, are "masters at deception". No matter how "rosy" the job opportunities they present to you, these recruiters should not be trusted. Remember that recruiters, regardless of their effectiveness, are paid by the hiring company. This can severely impact the recruiter’s objectivity, and sometimes, honesty.

2. Knowledge: A recruiter who doesn't know you and your goals is unable to help you. It is essential that you have a recruiter who has the ability to communicate with people in your field of expertise. While experience should not be the main deciding factor in hiring a recruiter, businesses and business people tend to consider length of experience as an advantage when choosing a candidate. This may be because many unethical businesspeople and their companies quickly build a bad reputation that doesn't last long. A junior recruiter who is energetic and ethical may work hard for you to build a reputation and establish themselves. However, some experienced recruiters can become tired and/or burnt out.

3. Track Record: What is the track record of your potential recruiter when it comes to placing people in situations similar to those you are seeking? There are many talented recruiters. Although this is a valuable piece of information in and of itself, it may not be relevant to your field of expertise. These recruiters might have contacts who are familiar with your work and may pay a fee to finders fees from other recruiters or just for professional courtesy. These referrals or recommendations were rare when I started recruiting, unless the recruiters were located in different regions. Today, many recruiters earn a substantial portion of their income from referrals to other placement firms. While this is often a good thing, it's important to ensure that your recruiter has your permission before forwarding your resume on to a "splitpartner". This trend is due to the increasing specialization and globalization in career opportunities, especially in the service economy such as IT. A recruiter with exclusive access to a company's hiring manager can also be a major advantage in finding a job that will enhance your career.

4. Chemistry: The chemistry between a recruiter's client and him is crucial for a successful relationship. A high-powered, aggressive recruiter might not be right for you if you're a laid back or deliberative person. This person might have different "wavelengths", and you may find it difficult to interact with them. Remember. There are many recruiters out there who would love to work with your company. It is important to take the time to choose someone you are comfortable working with. Your recruiter could become a valuable asset to your long-term career, helping you find future jobs and filling your job requisitions, if you are moving into management.

5. Source: Source: Today's web 2.0 world is a great place to find a recruiter, especially on Linkedin. Job boards such as Monster and Dice, which I love, are great resources for recruiters. Job boards are losing their appeal as job boards lose their ability to attract people, just like print advertising. However. On a personal note, it was believed that referrals from friends or trusted associates were the best way of finding a recruiter for many years. In some cases, this may still be the best way to find a recruiter. The referral value may not be worth much if you do not have the same background as the person who referred you. Sometimes, a negative relationship with the recruiter and a false sense of loyalty or obligation towards the source can lead to very negative outcomes.

6. Look around: Your career is an important aspect of your life. You should feel confident that the person you choose to represent you will value you more than just a quick placement. You don't want to be treated as a commodity. I recommend speaking with at least three recruiters in order to feel confident that you have found the right person to represent your best interests. After careful consideration, I would limit my choice to no more than two recruiters. A recruiter who suspects that you will work with anyone could be disincentive to your efforts. If your recruiters don't get you interviews or keep in touch with you for more than a few weeks it may be time to look at other recruiters.