How to work effectively in partnership with a recruiter - what do we look for?
Let’s face it, candidates are spoilt for choice when it comes to partnering with a recruiter in a saturated market, so it pays to do some research and vetting. Most people have a clear idea of what they want from a recruiter (a good network, someone who actually listens, isn't overly sales-focused, and returns your calls, to name just a few!), so what is it that recruiters look for in a candidate?
From a recruiter’s perspective, we want to partner with candidates who;
are happy to take on feedback; eg. edits to your CV (3 pages is ideal – anything longer tends to get skimmed over, and don't forget to list your achievements), take the time to properly research your subject ahead of meetings, practice interview tips at home (Number one tip; shorten your answers – learn to deliver that message succinctly!), and please don't email the hiring manager after your interview (there's rarely much upside, and plenty of potential downside)
will consider left-field job opportunities; often it’s only after meeting a client (which can be done informally first-up) and talking through what’s on offer that you get the full picture about a role you mightn’t have considered; set aside some time for those networking coffees / Zooms – you could end up pleasantly surprised!
will assess the facts rationally; eg. don’t rule out an entire organisation based on one poor review, and evaluate different remuneration structures methodically; factor in higher bonus / increased super / extra annual leave / study support / health care / work-life balance; base salary is important, but isn’t always the only number to focus on!
are happy to work in exclusivity for a period of time, eg. 2 – 4 weeks; find a recruiter with in-depth knowledge and contacts in your patch, and partner with them exclusively; he / she will remain motivated to secure you the best outcome (would a professional athlete or a successful actor have five different agents jostling to represent them to the same clients / sponsorship opportunities?!)
And if you’re not getting results, let your agent know that you’ll be switching approaches.
Keep the lines of communication open; this goes both ways of course, and everyone has a story about being ghosted by a recruiter, but keeping each other informed throughout the journey is key, and will spare both sides any nasty surprises when it really matters.
Try this approach as a candidate, and you might find yourself enjoying a refreshingly different recruitment experience!