TIPS TO GET THE
MOST FROM THE RELATIONSHIP
Honesty 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 manner.
The Speed Factor
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 Lucas Group 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:
- Submit resumes
and complete forms in a timely fashion.
- Return phone
calls and respond promptly to e-mails.
- 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 possible.
- Being prompt
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.
Professionalism
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 partyon!@hotmail.com e-mail address with
something more businesslike.
QUESTIONS TO
ASK
If a recruiter contacts
you, these questions can help you determine whether the firm is right
for you:
- 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.
- 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 your field.
- Name some companies
where you have successfully placed candidates in my field. The answer
will provide more insight into the firm's experience and whether they
represent companies where you'd like to work.
- 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.
- 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.
- 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.
<<
previous
