The document provides guidance on working with recruiters and search firms. It explains that recruiters can help candidates find jobs faster by providing industry contacts and preparing candidates. It describes different types of recruiters like in-house, contingency, and retained recruiters. Candidates should not pay recruiters, as recruiters are paid by client companies. The document advises building long-term relationships with recruiters and provides dos and don'ts for working with recruiters effectively.

1. Working with Recruiters By Jenny Kahn, PHR Senior Technical Recruiter [email_address] Copyright Jenny Kahn, 2009

2. GOAL: To understand the role of recruiters/headhunters, how they are compensated and how they can best represent you in the career search process. LEARNING OBJECTIVES: Why work with Recruiters The different kinds of Recruiters and how they differ How are they compensated Level of knowledge and influence over hiring process Learn the essential questions to ask each search firm Learn why you want to build an ongoing relationship with a number of Search firms/Recruiters Do’s and Don’t Copyright Jenny Kahn, 2009

3. Why Work With Recruiters They are likely to have more industry contacts than you do They are often the Gatekeeper They should be able to prepare you for your interview They can sell your skills and abilities to employers, giving you a positive reference before you even show up for an interview Finally, will be one more tool to help you get to your next position faster! Copyright Jenny Kahn, 2009

4. UNDER NO CONDITIONS OR CIRCUMSTANCES SHOULD YOU EVER PAY ANY FEE OF ANY KIND TO A RECRUITER TO HAVE THEM FIND YOU A JOB. SEARCH FIRMS ARE PAID BY THE CLIENT COMPANIES WITH WHOM THEY ARE WORKING! Copyright Jenny Kahn, 2009

5. What Are the Different Kinds of Recruiters Internal Recruiters In-House Recruiters ( Company’s Human Resources Department ) Contract Recruiters External Recruiters Retained Search Firms ( Executive Search Firms ) Contingency Recruiters (Staffing Agencies) Contract Services Recruiter (Temp Agencies) Copyright Jenny Kahn, 2009

6. In-House Recruiter Regular full time employees of a company for whom they recruit and are part of the HR department. They may specialize in recruiting for candidates with a particular work skill or may be assigned to a particular department in the company. They are paid a wage by the company regardless of the number of candidates they help place. They have direct access to the hiring manager, and have the most influence of all the recruiters. They are responsible for the hiring process. Copyright Jenny Kahn, 2009

7. Contract Recruiter Work for the HR department like the In-House Recruiter only retained on a temporary basis to find candidates to fill job openings for the employer. Employed as a contractor and may specialize in finding candidates with particular work skills. Paid by the hour not by the placement Have direct contact with hiring manager and will have varying degrees of influence Copyright Jenny Kahn, 2009

8. Retained Search Firms Retained search firms secure an exclusive contract to fill the position for a client and are paid a retainer for their recruiting efforts whether or not the open position is filled. They are usually contracted to fill executive positions such as Director, Vice President, CEO, COO, CFO, CTO, etc.. They may act as a consultant to a company, making staffing and hiring recommendations and usually control the interview process. They must guarantee the candidate will stay in the position for a specified time or replace that candidate for no additional fee. Copyright Jenny Kahn, 2009

9. Contingency Search Firms Contingency recruiting firms do not have an exclusive contract to fill a position and their income is contingent on whether or not a candidate referred by them is hired. They receive a fee for their search and placement efforts only after the candidate has accepted the offer, and starts working in the position for the company. Often does not have direct access to the hiring manager and does not control the process. May have little influence in the hiring process. General purpose firms are often the starting ground for many recruiters, more likely to have more junior level skill set Boutique firms are more likely to have highly skilled recruiters with deep industry knowledge Copyright Jenny Kahn, 2009

10. Contract Services Recruiter Places individual contributors in positions for temporary, contract assignments for hourly or daily rates for a marked up fee. Usually for peak load needs at client companies or short term projects. They may have you work directly for the hiring company or may employ you and send you out on contract assignments. They usually do not provide benefits. Starting ground for many recruiters, more likely to have more junior level skill set Copyright Jenny Kahn, 2009

11. What questions should you ask a Recruiter before you work with them What industries do you specialize in? Are you a contingency or retained firm? On what types of positions do you usually work? (i.e. compensation level and responsibility level, titles, size etc.) How long have you been in the industry? Will you always contact me before you present me to a company? How do you present my resume to companies? How often do you contact the companies with whom you are working? Do you market candidates or do you work strictly on assignment? How should I follow up with you? Phone or email? How often should I contact you? After you are no longer a candidate for the position, ask: Who else would you suggest I talk to? Where can someone with my skill set find network opportunities? Where do you look to find candidates like myself ? Copyright Jenny Kahn, 2009

12. Questions Recruiters Should Be Asking You Why are you looking? What type of position are you searching for? What functional areas will you consider? Where else are you interviewing and where are you in that cycle What do you envision as your career path? What type of compensation package do you want? What would your last two supervisors say about you? What is your bottom line on salary? How far will you travel/commute? Will you relocate? If yes, where will you not relocate? Any skeletons in the closet I should be aware of before presenting you to a client company? When are you available to interview? Copyright Jenny Kahn, 2009

13. Copyright Jenny Kahn, 2009 Do’s Don’t’s 1. Develop a level of trust. 2. Be accessible and willing to assist a recruiter in referrals to qualified candidates. 3. Help them and they will help you down the road. 4. Always be honest and forthright. 5. Always show up for interviews and be on time. 6. Remember that you are representing the search firm. 7. Most of all, it’s imperative to get the name of the company before you agree to being submitted, should they refuse to tell you the company name, walk away. They’re not the sort of people you want to work with. 8. Do not waste the recruiter’s time. 9. Do not expect the recruiter to be your personal career coach. They are neither career counselors nor career switch facilitators. They are professionals retained by a company to successfully fill crucial staffing needs. 10. Never embarrass them or cast them in a bad light in front of their client. 11. Do not call them or e-mail them incessantly but you need to be the one to stay in touch. Ask when a reasonable time to follow-up would be

14. Why You Want to Build a Long Term Relationships You’re going to be in this business a long time, and few jobs last forever. If you treat your recruiters like friends and act in an honorable and dependable manner, you’ll be the first person they call when something new comes along, even if you already have a job. Copyright Jenny Kahn, 2009

15. THINGS TO REMEMBER: A Recruiter can make or break you. Be respectful of their expertise and knowledge of the industry. As in anything else, do not burn your bridges. Give your recruiter a daytime phone number and return phone calls promptly. Never allow a Recruiter to force you into a quick decision. Tell them that you need time to make a decision. Always be honest with Recruiter about your job history and relationship with past supervisors and let them know if you have any skeletons in the closet. Look at a good Recruiter as another solid networking source. Never depend on a Recruiter to find you a job. Networking still is the best avenue to success. Never try to by-pass the Recruiter and apply directly to the company. Treat all calls seriously whether or not they are about a new role. Every contact provides an opportunity for you to add value. Don’t take rejection personally. How you react affects your chances of being put forward again. Copyright Jenny Kahn, 2009