Being discreet is something very important that candidates overlook at their peril.  Many times candidates say they are “actively” or “aggressively” looking.  What does that mean?  Is their resume everywhere online already? 

What they probably don’t realize is that by having their resume everywhere they increase their chances at a few jobs but very much limit themselves on many more positions that recruiters are working on at the time. 

This is a difficult market. If I were out of work, I would probably be on the job boards as well.  But overall, very few jobs are found using the Internet. Networking does play a big factor but posting your resume online usually does not equate to long-term career success. 

It isn’t always the case but there are 3 main types of candidates that dominate the job boards:

1. Unemployed – These candidates are out of work and struggling to find that new job. No one can blame them for being online.
2. Miserable at current position – By being online they are letting the world know “I’m not in that great of a job right now.”
3. Under skilled – The A+ candidates have companies and recruiters calling them and do everything they can to stay away from having their resume blasted.

Working with an executive recruiter can be a very valuable relationship for both the candidate and the recruiter.  This relationship that can last for years and provide you free career coaching and market insight.  It is a two-way street in that the recruiter needs to understand your needs, career goals and experience, and the candidate needs to show why he or she is a stronger candidate than others. 

Remember that an experienced recruiter can be a valuable career counselor.  Even if the recruiter doesn’t end up helping you find your next position, that person can be an invaluable resource in your long-term career.
 

With more and more people planning their next career move, I would like to address a few things that could be helpful in your relationship with an executive recruiter. Some things you can control and some things you can't, but there are ways to make yourself more marketable.

A majority of our client companies require a minimum of 2 years’ experience on the supplier side working on the account.  So if you have 3 years of experience in frozen foods and our client company is looking for 5 years of experience in sporting goods it usually isn’t going to be a good fit.  We certainly try to show client companies how you might be an appropriate fit and have valuable experience that might not exactly match their job description. But you’re up against other candidates who do have 5 years of sporting goods experience and who may be a better fit for the job.

More clients now expect candidates to walk in with a 4-year degree.  This isn’t always a deal breaker but candidates with a degree are usually considered more strongly in the current market. 

Some things you can control (e.g., finishing a degree), and some things you can’t control (your past experience). What are some areas that can make you more attractive as a candidate to be marketed by an executive recruiter?

• Have a great resume!  Not a good resume a great resume.  We want the client company to say “Wow – what a great background. Can we set up an interview?”  If the resume is difficult to follow and doesn’t show outstanding information then we usually don’t have a shot.  The candidates that say “get me the interview and I’ll get the job” are usually the ones cut earliest in the interview process.  Help us help you get that interview. Make your resume stand out from the competition.
• Interview with a recruiter the same as you would a hiring manager.  Since we are local we are fortunate to be able to meet a majority of our candidates. Prepare for the meeting and dress the part. Give us that feeling of professionalism that you would give on a interview.  I’ve met candidates with candidates wearing wrinkled clothing, caps, and who are chewing gum, etc.  No matter how good the resume is I want to know that you would represent our firm well on an interview and that you’ll be able to compete against other strong candidates.
• Keep me up to date on any changes in your status but don’t call constantly to see if I have an interview for you.  I can promise you if you are a strong candidate with a great resume you are being considered for multiple positions and will not be kept out of  any opportunity we can pursue.  Keep in mind the client company might have criteria restricting our search but a strong A+ candidate who is professional is always at the top of our. Too many calls and you can come across as desperate. A regular email to check in shows you’re organized and considerate.
• Send other A+ candidates our way.  Showing you value our relationship enough to refer your colleagues makes your stock go way up. (On the flip side – several times a week I receive referrals about someone’s cousin’s friend who lives in Cleveland who was a vaccum cleaner salesman and 10 years ago sold tennis racquets to Target.  It’s not that I don’t want to help, but I bet you get my point.)
• Don’t tell me you are a quick learner. I always assume that every motivated candidate is a quick learner. But companies don’t come to us for people who are trainable – they come to us for valuable work experience.
• Be discreet with your resume and any conversations we have about potential opportunities.  We know candidates work with multiple search firms. But I’m not impressed to learn a candidate is posting their resume or applying to positions on Careerbuilder, Monster, the Ladders, etc.  Why would a company pay a search firm to find someone who is sending their resume all over the place?

In difficult economic times it helps to have a strong relationship with an executive recruiter. It is also useful to understand how the placement process works. 

Our job as recruiters has to be one of the most misunderstood of any that I can imagine.  We would love to help every job applicant who contacts us.  But few candidates realize we are not in the market of finding people jobs – we find specific talent for our client companies. It’s an important distinction to understand.

Here’s how the process works. The client company gives us a detailed job description and wish list for positions that they are trying to fill.  This description might include number of years experience or experience in specific categories, sku count, or dollar volume.  For example, a company might say, “We are searching for a National Account Manager with 5 years of experience in Dept XX, with a bachelor’s degree, and experience as a Senior Analyst or Category Manager.” You may meet a majority of  those criteria but sometimes the one box you don’t check is a deal breaker.  

Remember: Companies use recruiters to find that special expertise – those candidates they wouldn’t find on their own.  They are looking for that hard-to-findcandidate that is in some way special. 

Our main focus is to find the best talent to meet the needs of our client companies. We are looking for those details in a background that show not only that you are qualified for a particular position but you would be a better fit than the other hundreds of potential candidates who also feel that they are qualified.

While a good recruiter will actively market you to their client base and contacts, the fact is that they can only place you in roles that they have been assigned by their clients. The good news? You have an ally to state your case for great jobs you likely would not know of otherwise. The bad news? Securing interviews for qualified candidates can take weeks or even months.

Companies know that their biggest asset is great people. It takes time to locate and meet the best people and determine who is the best fit for the team. Because there’s so much at stake, it’s rare for companies to make quick hiring decisions. Anyone planning a job search should take note and plan accordingly.