This week I read an unusually high numberĀ of articles (and the comments!) about recruiting. Although most of the discussion quickly turns to harsh criticism, there are always a few people wondering the best ways to find a decent recruiter to work with and what to do once they have established contact.
Some recruiterĀ demand stems from candidates looking to relocate into areas where they have no network, while others just want to maximize their options and feel they may benefit from the services provided by an agencyĀ recruiter. Regardless of your reasons for seeking out an agency recruiter, first you have to find one.
Finding a Recruiter
There are three reliable methods to getting introduced to a recruiter.
Referral
This isĀ the best method for most, asĀ being introduced by a contactĀ can haveĀ unexpectedĀ benefits. To maximize those benefits, you must consider the source of your referral.
If the recruiter has a great deal of respect for the person introducing you, you are likely to be given some immediate credibility and favorable treatment due to thatĀ association. Unfortunately the alternative is true, and if you are referred by someone the recruiter does not respect it may be assumed that you are not a strong talent. When asking for recruiter referrals it is wise to start with the most talented people in your network.
Your network does not have to be the only source of referrals, particularly if you are looking for a recruiter in an area where you have no network. User group and meetup leaders are frequently contacted by recruiters and one should expect group leadersĀ to be knowledgeable of the local market. Even a random email to an engineer in another location could result in a solid lead.
Let theĀ recruiter findĀ you
If I had a nickel for every time I heard technologists complain thatĀ they arenāt hearing from enough recruiters, Iād be poor ā though some voice frustration that they donāt hearĀ from the āright onesā. Increasing your visibility will attract recruiters who may or may not be the ones youād want, but it helpsĀ establish a pool forĀ evaluation toĀ choose who is worthy of aĀ response.
To maximize your chances of being found and contacted, you need to consider how recruitersĀ will find you. The obvious place is LinkedIn, and spending a few minutes fixing up your profile will help.
Keywords and SEO concepts as well as profile ācompletenessā should be your focus. (further reading on this) Recruiters are likely to be searching for combinations of keywords from their requirements, usuallyĀ with some advanced search filters based on location, education, or experience. Completeness matters.
Some recruiters search Twitter and theĀ other standard social sites as well. If you have a profile anywhere, just assume that a recruiter might find it and optimize keywords similarly.
Keep in mindĀ how easy or difficult it is for people to contact you once youāve been found. Just because I seeĀ your LinkedIn profile or Google +Ā account doesnāt mean IĀ can contact you. Many professionalsĀ create an email address (maybe currentemail-jobs@domain) strictly for recruiter correspondence and include it in their LinkedIn profileĀ and other social pages.
Another option isĀ to get discovered on job search sites like Indeed, Monster, and Dice. These are frequented by active job seekers, and some recruiters mayĀ view your posting there as a somewhat negative signal. Be warned that posting personal information on these sites means that those phone numbers or email addresses will live forever in the databases of recruiters everywhere.
PROTIP: Those that complain about recruiters often cite laziness in the initial contact. This may beĀ evidenced byĀ an obvious cut and pasteĀ orĀ clear signs that the recruiter didnāt read the bio. If you want to screen outĀ recruiters that donāt do the work, put up a barrier toĀ weed out the lazy. This page that uses scripts in Python and Haskell to hide an email address is perhapsĀ my favorite, but there are other less clever ways if you wantĀ to set the bar lower than theĀ abilityĀ to cut/paste code into a compiler.
Search
Recruiters search for you, and you can search for them. Most recruiters are going to be easiest to find on LinkedIn due to the amount of time they spend there.
- Click onĀ AdvancedĀ at the top of the main LinkedIn screen (just to the right of the search bar) Ā
- On the upper left side of your screen you will see several fields. Ā Make sure you are doing aĀ PeopleĀ search (and not aĀ JobsĀ search).
- Type āRecruiterā and other termsĀ specific to you in theĀ KeywordsĀ field.Ā Try ādeveloperā or āprogrammerā and a termĀ that a recruiter might use to brand you, such as a language. Ā Recruiters oftenĀ populateĀ their LinkedIn profiles with the technologies they seek, not unlike job seekers trying to catch the automated eye of a rĆ©sumĆ© scanning system.
- Enter the zip code of the area where you wish to find work and consider setting a mile limit.Ā Some recruiters work nationally, but local knowledge goes a long way if you are seeking to work in one area. Once you start entering the code, a menu appears. Ā Depending on where you live, you may want to select 25 or 50 miles (probably good for northeast or mid-Atlantic US), or up to 100 miles (for midwest).
- On the right, make sure you haveĀ 3rd + Everyone ElseĀ checked underĀ Relationship. Ā This will maximize your results, particularly if your LinkedIn network is small.
- Click Search.Ā Repeat, and vary the words you used in Step 3. Ā You should see a few different faces as you adjust the keywords, and youāll also see whether you have connections in common with those in your search results.
Twitter is another decent option. Make sure you are searching People (and not Everything), and pair up the word recruiter with some keywords and/orĀ geographic locations. Youāll get numerous hits in most cases, and should only have to do a bit of legwork to find their bios.
In addition to being able toĀ find recruiters on social sites, you can useĀ job boards as well. If you search for a Ruby job in New York City, you may quickly find that several of the listings are posted byĀ one or two recruiting companies. Look intoĀ those firms to see if they have a specialty practice.
Search engines might be a bit less useful and are likely to turn up the same listings foundĀ on job boards.
Evaluating a Recruiter
Once youĀ have found aĀ pool of potential recruiters, youĀ need to decide which onesĀ to contact. Most job seekers want a recruiter that can provide qualityĀ opportunities, hasĀ deep market knowledge, can leverageĀ industry relationships, and willĀ navigate issuesĀ in the hiring process.
What criteria should we use in the evaluation?
Experience
Just like most disciplines, inĀ recruiting there is no substitute for experience. It takes time to develop contacts and to learn how to uncoverĀ potential land mines. Extensive education,Ā recruitment certifications, andĀ training programs donāt get you a network or prepare you for handling unique situations.
Early in my career I know I made many of the mistakes that technologists complain about, and I didnāt haveĀ a solid network or steady clients for at least five years. At a certain point in your recruiting career you may not have seen it all, but itās rare that you are surprised by an outcome.
Focus and Expertise
Experienced recruiters that have spent little time in theĀ industryĀ may be good for general job search advice or negotiation, but canātĀ provide full value. Look for a consistent track record of years in your field and geography of your search. Talking to a few generalists will make the specialists stand out.
Relationships/Clients
Since recruiters arenāt paid by you and differ from a placement agency, itās important that the firmĀ has client relationships. Most firms do not advertise their client names which can make it difficult to discover the strength of anĀ agencyās opportunities. The descriptions themselves couldĀ be enough to convince you that the agency hasĀ attractive clients. Agencies with solid relationships mayĀ reach out to past clients and contactsĀ when they donāt have a position that is a clear fit for your background.
Personality fit
Being that an agency recruiter is going to be representing you to companies and even advocating and negotiating on your behalf, itās important that you get along. You donāt need to be best friends, but someone who dislikes you is unlikely to fight for your best interests.
A ten minute call shouldĀ give the insight you need to make the decision. Ask questions about their experience and pay attention to the types of questions they ask you. If they donāt dig into your goals and objectives, they probably arenāt concerned with finding a good fit for you.
| Reference: | So You Want to Use A Recruiter Part I ā Recruit Your Recruiter from our JCG partner Dave Fecak at the Job Tips For Geeks blog. |
Very good article about recruiting from the recruiter perspective. In dealing with many recruiters both as a job seeker and a person looking for potential candidates, I have found most of this very true. The topics on evaluating recruiter are very appropriate. I work for a large company and we get many resumes that cross our desk. The first line of a recruiter and recruiting company’s reputation is the types of resumes we see cross our desk for the type of job we are offering. Does what they are sending us fit the job description? Then, once we call a… Read more »
Thanks Stephen and glad you liked it. This series is geared towards a job seeker’s perspective but I could write it from a client’s perspective as well and it wouldn’t have much variation. The second and third parts of the series delve a bit into recruiter incentives and provide some explanation for much of the bad behavior that recruiters are responsible for (including the volume of resumes, which is a function of the contingency recruiting model used by most agencies and favored by most hiring companies).
Thanks for reading.