Working with recruiters
By Belinda White | thebigchair.com.au | 25 January
Once upon, when you were seeking a job you would buy the Saturday newspaper, open it to the jobs section, and start circling likely options. After sending off your CV to the hiring manager, you might get a call, have an interview, and land the job.
But those days have passed. Today’s employment landscape is made up of recruitment agencies, corporate recruiters, executive search firms, job boards, online networking and more. In fact, some jobs are not even advertised but created after meeting outstanding candidates.
So how do you know which option is right for you, and how can you maximise your chances of success? Understanding the recruitment landscape is a good start.
According to Julie Mills, CEO of Recruitment and Consulting Services Association (RCSA), there are some basics that job seekers should understand when working with professional recruitment agencies.
“The first step is to decide whether you want to work with a specialist or generalist recruitment agency. If you are quite senior in your role, and have specialised in that area for some time, then a specialist recruitment agency can provide in-depth market knowledge and will have excellent industry contacts,” Ms Mills says.
They are not, however, miracle workers.
“While a good recruitment consultant 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,” Mills says.
Against this background, building a relationship with the companies you are keen to target can be a smart option. However it is generally more time-consuming than working with recruitment agencies that can provide ongoing access to multiple employers.
Nonetheless, the past few years have seen a trend towards companies directly undertaking some or all of the recruitment process. These ‘corporate’ recruiters can open the door to career opportunities in some of the larger employer brands.
Trevor Vas, founder of the Australasian Talent Conference, a major regional event dedicated to corporate recruiters says that the rapid growth of this sector has created a new breed of recruiter, with a different focus to their agency counterparts.
“One of the key advantages to working with corporate recruiters is that they don’t need to spend a large part of their time on winning clients; meaning they can spend more time on you.
“More importantly, if they have a good understanding of their organisation’s needs, they can speak directly with the business and potentially create a position for your consideration. They will also offer advice on what actions to take - such as extra qualifications or experience - to better position yourself,” Vas says.
However, the results may not be immediate.
“Corporate recruiters have a strategic, long term focus, and will therefore be keen to keep you in their talent pipeline, maintaining contact and referring back to you when a suitable role comes up down the track. If they get caught up with current open roles, you may get put on the backburner,” Vas said.
Vas points out that another benefit of working directly with a company’s recruitment team means that they are well-placed to communicate its corporate culture and values, since they are immersed in it every day.
For those at the more senior end of the market, executive search firms can provide the next step up. Alison Sherry, general manager, Hamilton James Bruce (HJB), says the key to a successful relationship is to understand the nature of the industry.
“Executive search firms such as HJB work on solving business problems for clients, so we’ll invest a lot of time in getting the direction right with the client before a search even commences. The result is that the job search process can be quite protracted,” she says.
In fact, figures provided by career transition experts Right Management show that a senior executive takes on average six to 12 months to find a new position. According to Sherry, success is built on identifying and building long term relationships.
“The key is to set realistic time horizons. If you are looking to move within the next twelve to six months, make contact with us early on. Despite the label ‘head hunter’, you don’t need to wait for a tap on the shoulder to begin working with us,” she says.
Executive search roles rarely come in with salaries below $90K, (unless a very technical skill set is required), and as the pool of these opportunities is smaller, Sherry says clients and candidates are both more selective.
“Do your research to find a specialist in your field, and then work on building the relationship over time. Executive search doesn’t offer a ‘quick fix’, so weekly phone calls to check on your progress won’t be welcomed. It’s a long term networking relationship, and needs to be viewed that way.”
For those keen to be headhunted, Sherry says raising your profile is key:
*Build credibility in your field of expertise
*Network in your industry – including online networking options
*Be a guest speaker or join mentoring programs
*Keep in touch with your executive recruiter
*Ensure your career demonstrates an solid, upward progression
*Ask peers to refer you to head hunters they have an existing relationship with
No matter which type of recruitment professional you choose to work with, Mills says the key is to have a strong sense of what you have to offer.
“Assess your skills, strengths and weaknesses, get feedback from trusted peers and colleagues, and try to develop a realistic goal of where you want your career to go. This will make it much easier for any recruiter to help you get there,” she says.
