10 rules for working with IT recruiters
Working with IT recruiters
There's a common misconception job seekers have about working with executive search firms, recruiters and employment agencies: They think these agencies are in business to help them land a job. It's important to remember that these firms work for employers, not for you -- and they are merely channels through which you may secure an employment opportunity, says Ford R. Myers, career coach, speaker and author of "Get The Job You Want, Even When No One's Hiring."
First, it's helpful to understand the differences among recruiting professionals, Myers says. Placement agencies that charge a fee should be avoided completely, he says. Contingency-fee recruiters are paid a percentage of the candidate's salary -- but only if they actually place a new employee, so proceed with extreme caution if using a contingency recruiter -- they're out to make a placement, any placement, regardless of fit. Retained executive search firms are the classic headhunters, who are granted an exclusive right to conduct a search on behalf of their client company and are paid a consulting fee even if the search is unsuccessful.
"When working with any type of executive search firm or recruiter, you must maintain control. Even though the search firm is not working for you, I tell my clients to supervise the work of recruiters as though they were managing a group of employees," says Myers. This means following these important guideline.
Be selective
Be careful and selective in choosing which recruiters you want to work with, and politely decline to work with those that don't appeal to you or are inappropriate for your situation.
"Before you agree to work with a firm or an individual recruiter, interview them and ask for recommendations. Are they reputable? Respectable? Ask them specifically how they work, and make sure you understand the specifics of their arrangement. Are they working internally for a hiring company? Are they a third-party recruiting firm with contracts to fill positions for clients? Or are they contingency recruiters?" says Myers.
One of the best ways to find a reputable, respectable recruiter or search firm is through networking and personal connections, much the same way you look for open job roles, Myers says. "Ask your friends, family members, even colleagues who they worked with successfully. People are going to talk about their bad experiences first and foremost, so you'll more easily know whom to avoid," he says.
Be honest
When speaking with external search firms be honest and direct about your job objectives, past compensation, desired salary, geographical preferences and other details. When you're working with internal recruiting and HR professionals, you can hold some of this detail back.
"With external recruiters, they're motivated to land you a higher paycheck -- they receive their commission based on that amount. With internal professionals, they're motivated to save their business money by getting you to take the job at a lower salary," Myers says.
Never pay for anything
Never pay any sort of "registration fee" or any other money -- for anything in the whole recruiting process. All the search firm's fees should be paid by the employer.
