Recruiter Relationships: Job Search Essentials

[Steve Delaney]

Recruiter Relationships: Job Search Essentials

By Abby Locke

Partnering with a recruiter is one of the most effective ways to power-up your job search. Engaging the right recruiter means you’ll have a second set of eyes reviewing executive opportunities that match your career background. But before you jump out there and start calling and emailing every recruiter on the internet, you should understand how they work, some of the daily challenges they face, and simple ways you can help to make their jobs easier. Here are a few things to keep in mind as you begin working with a recruiter.

1. Understand that they have many other executive candidates.

On average, 50 million people change jobs every year. Consequently, proactive jobseekers like you search for viable job opportunities by reaching out to executive recruiters. These decision makers can easily spend up to five hours a day dealing with potential candidates by telephone alone. They contact close to 500 people every week for further screening and interviewing. And, they have the daunting task of sorting through 500 to 1,000 emails daily. So remember, if you contact an executive recruiter and he or she is not able to respond immediately, be patient. Understand that they are quite busy with multiple positions to fill and candidates to place.

2. Have a specific job objective in mind.

When selecting an executive recruiter, be sure to only contact those who specialize in your specific industry and/or function. A recruiter’s primary goal is to connect qualified candidates with hiring companies, but he or she cannot assist you if you’re unclear about the positions you’re interested in. On the other hand, if you’re seeking a career change, partnering with a recruiter may not be your best option because they generally only place candidates who have at least 10 to 15 years of experience in the same field.

3. Build a strong online identity.

More than 75% of executive recruiters report using Google and other online resources to learn more about candidates before contacting them. Do your part to make sure you’re found! Maximize resources like Linked In, Zoom Info, Ryze, and Jobster to get your online presence started. Go a step further in creating your personal brand by participating in industry blogs, writing articles, conducting book reviews through Amazon, and developing a comprehensive web portfolio. All of these steps will ensure that a recruiter searching for your skills and professional background will find the information they need.

4. Minimize e-mail blasts.

Recruiters often receive such a high volume of emails that many use extensive email filtering and bulk mail systems to streamline their incoming emails. Email blasting programs do give you the opportunity to send your resume and cover letter to hundreds, even thousands of executive recruiters; however, there is no guarantee that it will be read. In fact, some recruiters even ignore resumes sent through bulk mail because they see these candidates as being unfocused. It’s best to take the time to research and target specific recruiters to contact.

5. Develop a memory-jogging subject line.

When emailing a recruiter, use a common event, person, or activity in your subject line to make an immediate connection. For example, if you were referred to the recruiter by a mutual friend or if you met the recruiter at a recent networking event, use a descriptive phrase in the subject line that would jog his or her memory.

6. Prepare a well-defined message.

Whether you are reaching out to recruiters by telephone, email, or in-person events, be sure to have your 30-second elevator pitch developed before contacting them. You must be able to quickly communicate your core competencies, personal branding statement, and top career achievements. Remember, there are hundreds of executive jobseekers contacting the same recruiter, so take the extra time to make your message stand out.

7. Write a comprehensive, recruiter-only resume.

Executive recruiters need to know details about every position you’ve held - even those that only lasted six months or those that you left on less than ideal terms. Generally, it’s acceptable to minimize employment gaps on the resume you send directly to employers, but being upfront and honest with recruiters is critical to building a successful relationship. Include start and end dates for every position on your resume, and keep the graduation years in the education section. Create a bulleted list to highlight your quantifiable accomplishments, and place top-tier degrees on the first page of your resume.

8. Create a career biography.

Many recruiters like to review a career biography because it’s the fastest way to assess the jobseeker’s background and career progression. Unlike an executive resume, your career biography should be written in a narrative format and should include some of your top career achievements. Try to make it interesting, enlightening, and informative.

9. Compile a job and skills comparison table.

Create a document with two columns: the first should list the job’s required experience and qualifications, and the second column should list your matching qualifications when responding to this posted job advertisement. This table allows the recruiter to quickly scan the document and determine whether you are the right fit for a particular position.

Abby M. Locke, president of Premier Writing Solutions, is a Certified Executive Resume-Writer and Personal Brand Strategist who helps senior-level professionals and C-level executives achieve personal success with customized, branded executive resumes and career marketing documents. Her resume samples have been published in Nail the Resume! Great Tips for Creating Dynamic Resumes and Same-Day Resumes.

[Steve Delaney]

One of the points Abby makes that I'd like comments on is that Recrtuiers need more information and in fact different resumes than you would present to a client.

I ask candidates to not get hung up on the number of pages - give me everything.

A final proof will be agreed upon before submitting to each client.

-sd