As any professional knows, the job market fluctuates, sometimes favoring employers and at other times favoring employees. Currently, it’s an employee market, which means many professionals are considering a career move, and those who hadn’t previously considered it are being recruited enthusiastically. For many millennials and members of Gen Z, it may be the first time they’ve had the opportunity to work with an executive recruiter; it’s an entirely different process than applying for a job directly.
As an executive recruiter, I’ve worked with thousands of candidates in all stages of their careers. For the recruiter/candidate relationship to thrive and result in successful job placement and an excellent fit with long-term potential, there needs to be mutual respect and commitment to the goal. Below are tips for candidates to work successfully with an executive recruiter.
1. Be selective about who you choose to work with.
As with all service industries, choosing a partner with an excellent reputation is essential. The same goes for recruiters. When a recruiter reaches out to you, do your research and work with someone who represents the kind of opportunities that might interest you. Someone with solid ethics and morals and with whom you can envision having a long-term relationship. Recruiters must balance the needs and satisfaction of clients with the trust and best interests of the candidate. Sometimes it’s difficult, so it’s important to work only with recruiters with whom you feel comfortable being open and honest and who will bring you worthwhile opportunities. You don’t have time to waste, and your reputation is everything.
2. Be as honest as possible about your other prospects.
It may seem counterintuitive, but being honest about other job prospects you’re pursuing is key to a successful relationship with a recruiter. You don’t have to tell them the names of the other organizations or positions you’re considering, but it is important to share other details, like the timelines you’re facing and where you are in the process. This helps recruiters understand how quickly they need to get their clients to move to have a chance at hiring you before the opportunity passes. Too often, candidates view and treat recruiters like they would their potential employers. It’s important to understand that a recruiter is an ally and can help set you up for success if you’re the right candidate for the job.
3. Only engage with a recruiter if you’re truly open to a new opportunity.
It’s common practice for professionals to casually pursue job opportunities with the sole goal of leveraging a new offer in order to raise their current salary at their existing employer. And that’s “almost ok” if you do it through direct job applications. It’s not okay for you to engage a recruiter when there is no intention of taking a new opportunity. It’s disrespectful, a waste of time, and can damage the recruiter’s reputation with their clients. It will also be noted in your file, creating a poor reputation for yourself in the recruiting community and making it difficult to work with that recruiter in the future.
4. Submit polished, consistent materials.
You’d think it goes without saying, but a great resume and excellent cover letter (well-written and free of typos!) are critical for successfully nailing the right job especially if writing is an important part of your job! Importantly, your LinkedIn profile should always be up-to-date and match your resume. Do not omit things on your resume that is on your LinkedIn profile, and vice versa. Recruiters always check both, and it becomes confusing when they aren’t consistent, raising questions that may hurt your chances of moving to the next phase of the interview process.
5. Preparation and professionalism are still key–even in the time of COVID.
During peak COVID, when the vast majority of people were working from home, the recruiting community noticed a shift in professionalism amongst candidates. It seemed that because job interviews weren’t happening in person, people became a bit lazy in how they presented themselves. We saw a few candidates even take job interviews by phone from their cars wearing sunglasses, and more. This will never be acceptable. Preparing by doing your research and homework on the organization and person you’re speaking with and presenting yourself professionally on camera is critical. Find a quiet space with a non-distracting background, like a blurred background; just because it’s a video interview doesn’t mean it’s not a real interview. It is understandable these days to have children and pets present in zoom interviews, but obviously, the fewer distractions the better, if possible. We are all compassionate about the challenges that Covid has presented to work-from-home parents (of two- or four-legged children).
6. Never ghost a recruiter.
Last but certainly not least, candidates should never ever ghost a recruiter. It’s bad form and will find its way into your file. Recruiters remember their experiences working with candidates, and if there are any red flags, you’ll be lucky to get a second chance, even if you’re a strong applicant. The damage ghosting does to a recruiter’s reputation with clients often cannot be undone, so consider it a deal breaker. Treat a recruiter like you would anyone else you respect and work with; in the end, being transparent with a recruiter about your decisions and next steps is the expectation.
Building a relationship based on mutual respect with a recruiter can propel you forward successfully in your job search.
