Employers Look Toward Recruiters for Some New Recruits

The recruiter, also known as a headhunter, contracts as a third party with a company to solicit individuals to fill jobs or positions within that company. And if you’re a quality executive, there’s no doubt that someday, either you will contact a recruiter or they will contact you. When deciding to retain the services of a recruiter, it’s best to keep your options open, and spread out. It’s not like hiring an attorney. Using more than one recruiter is perfectly acceptable in order to cast a wide net over the job market. Different recruiters will bring different perspectives on a particular network of jobs. Since recruiters are paid by the companies looking for candidates, it’s not cost prohibitive to use more than one recruiter. It is possible, however, that one recruiter may want you “solely.” When a recruiter spots a candidate with exceptional skills, one that stands out above the rest in a particular market, a recruiter may ask for an exclusive contract, which allows them to represent an individual for a specified period of time. The trade off? The recruiter gets a crack at placing the candidate without competition from other recruiters, while the candidate gets put in the high priority category. It’s a situation that can pay off big for a candidate, who gets more than the usual amount of attention, and the recruiter, who is trying to earn his or her percentage. Many job seekers are under the impression that nowadays, if a company has an opening they post it on an online job site like Monster.com or CareerBuilder.com. That’s far from the truth. In fact, most employers don’t even bother to advertise positions, especially the high-end ones for executives. The most senior and highest-paying jobs are usually reserved for the third party or in-house recruiters. Finding a recruiter is relatively easy. Finding the right one may take a little more leg work, because every recruiter is not created equal. Connecting with the right one that specializes in your area is a no-brainer. But keep in mind the recruiter is really working for the employer who cuts the check. Naturally, their reputation is on the line if they don’t match the right candidate with the job, but there are some recruiters who see commission first and ask questions later. A job candidate should find a recruiter who is going to do more than do a mass email of their resume. Like hiring any other professional, getting references on a recruiter is extremely important. Firing up the Web is a good place to start the search for a recruiter, one that’s honest and has a keen insight into your particular industry. Recruiting directories and profiles can be found online. Message boards and networking sites are also outstanding resources. The direct approach can work as well, calling the employer you’re interested in and asking an HR representative what recruiting service they use. The bottom line in business will always be “who you know.” It’s a simple fact that any good recruiter is going to know and have more connections than you. It’s their job.