Dealing with Recruiters (4/2006)

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How to get recruiters working FOR you, rather than the other way around.

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Dealing with Recruiters (4/2006)

  1. 1. Dealing with Recruiters <ul><li>Andrew Davis </li></ul><ul><li>Synergistech Communications </li></ul>
  2. 2. Section 1 <ul><li>Recruiting Basics </li></ul><ul><ul><ul><li>The different types of middle-people </li></ul></ul></ul><ul><ul><ul><li>How they are compensated </li></ul></ul></ul><ul><ul><ul><li>Understanding their context, agenda </li></ul></ul></ul><ul><ul><ul><li>When they can help </li></ul></ul></ul>
  3. 3. Defining our Terms <ul><ul><li>Employment Agency </li></ul></ul><ul><ul><li>Broker </li></ul></ul><ul><ul><li>Payroll/Employer of Record (EOR) Service </li></ul></ul><ul><ul><li>Recruiter </li></ul></ul><ul><ul><li>Consulting Firm </li></ul></ul><ul><ul><li>Executive/Retained Search Firm </li></ul></ul><ul><ul><li>Search Researcher </li></ul></ul>
  4. 4. How Recruiters are Compensated <ul><ul><li>Executive/Retained Search </li></ul></ul><ul><ul><ul><li>Non-contingent fee, to 35% </li></ul></ul></ul><ul><ul><li>In-house Recruiters, Search Researchers </li></ul></ul><ul><ul><ul><li>Non-contingent, hourly </li></ul></ul></ul><ul><ul><li>Others </li></ul></ul><ul><ul><ul><li>Contingent commission, to 30%. 90-day guarantee period for staff/perm. </li></ul></ul></ul>
  5. 5. Understanding Recruiters <ul><ul><li>Skills and background </li></ul></ul><ul><ul><li>Role </li></ul></ul><ul><ul><li>Agenda </li></ul></ul><ul><ul><li>Personality weaknesses </li></ul></ul><ul><ul><li>Criteria for success </li></ul></ul>
  6. 6. When recruiters can help... <ul><ul><li>1) Four-year degree, </li></ul></ul><ul><ul><li>2) At least two years’ commercial experience, </li></ul></ul><ul><ul><li>3) Marketable skills, </li></ul></ul><ul><ul><li>AND </li></ul></ul><ul><ul><li>4) Good references from past employers/clients </li></ul></ul>
  7. 7. … and when they can’t help <ul><ul><li>1) Only an AS degree or a certificate </li></ul></ul><ul><ul><li>2) Less than two years’ relevant commercial experience </li></ul></ul><ul><ul><li>3) Out-of-date skills </li></ul></ul><ul><ul><li>4) Lukewarm, unreachable, or non-existent references </li></ul></ul><ul><ul><li>5) Been terminated from a recent job/contract for cause </li></ul></ul><ul><ul><li>6) Lengthy unexplained absences from the workforce </li></ul></ul><ul><ul><li>OR </li></ul></ul><ul><ul><li>7) No portfolio samples (if seeking pubs work) </li></ul></ul>
  8. 8. Q: Should you use a Recruiter? <ul><ul><li>A: Yes, if you </li></ul></ul><ul><ul><ul><li>lack time, skills, knowledge, desire </li></ul></ul></ul><ul><ul><ul><li>can’t negotiate on your own behalf </li></ul></ul></ul><ul><ul><ul><li>don’t have a viable network </li></ul></ul></ul><ul><ul><ul><li>are employed or not in a hurry </li></ul></ul></ul>
  9. 9. Q: Should you use a Recruiter? (pt2) <ul><ul><li>A: No, if you </li></ul></ul><ul><ul><ul><li>need to earn more than companies pay </li></ul></ul></ul><ul><ul><ul><li>want only part-time or offsite work </li></ul></ul></ul><ul><ul><ul><li>prefer companies that don’t use external recruiters </li></ul></ul></ul><ul><ul><ul><li>aren’t a citizen, Green Card holder, or on a visa </li></ul></ul></ul>
  10. 10. Section 2 <ul><ul><li>Getting to work </li></ul></ul><ul><ul><ul><li>Build a foundation for success </li></ul></ul></ul><ul><ul><ul><li>Understand the rules </li></ul></ul></ul><ul><ul><ul><li>Give your recruiter plenty of ammo </li></ul></ul></ul><ul><ul><ul><li>Stand your ground </li></ul></ul></ul><ul><ul><ul><li>Do the right thing for a good recruiter </li></ul></ul></ul>
  11. 11. Setting Yourself up to Succeed <ul><ul><li>Ask for what you want. Candidly state: </li></ul></ul><ul><ul><ul><li>what you want to earn </li></ul></ul></ul><ul><ul><ul><li>which benefits you need </li></ul></ul></ul><ul><ul><ul><li>where you want to work </li></ul></ul></ul><ul><ul><ul><li>which responsibilities you want, don’t want </li></ul></ul></ul><ul><ul><ul><li>if you need to telecommute, and how often </li></ul></ul></ul><ul><ul><ul><li>how you want to evolve professionally </li></ul></ul></ul>
  12. 12. Rules of Engagement, pt 1 <ul><ul><li>A good recruiter commits to: </li></ul></ul><ul><ul><ul><li>describe the opportunity accurately </li></ul></ul></ul><ul><ul><ul><li>address your questions promptly and truthfully </li></ul></ul></ul><ul><ul><ul><li>disclose the company, and seek your permission, before representing you </li></ul></ul></ul><ul><ul><ul><li>execute as promised </li></ul></ul></ul><ul><ul><ul><li>provide status updates </li></ul></ul></ul>
  13. 13. Rules of Engagement , pt 2 <ul><ul><li>You commit to: </li></ul></ul><ul><ul><ul><li>provide an accurate, relevant resume, and keep it updated </li></ul></ul></ul><ul><ul><ul><li>(if you proceed) let the recruiter be your only rep there for six months </li></ul></ul></ul><ul><ul><ul><li>sincerely seek the job </li></ul></ul></ul><ul><ul><ul><li>keep the recruiter apprised </li></ul></ul></ul>
  14. 14. Rules of Engagement , pt 3 <ul><ul><li>You are NOT committing to: </li></ul></ul><ul><ul><ul><li>work with any one recruiter exclusively </li></ul></ul></ul><ul><ul><ul><li>take your resume off job boards, etc </li></ul></ul></ul><ul><ul><ul><li>meet any recruiter in person </li></ul></ul></ul><ul><ul><ul><li>allow your references to be checked before you get an offer </li></ul></ul></ul><ul><ul><ul><li>cooperate with a dishonest recruiter (pt 1) </li></ul></ul></ul>
  15. 15. Provide Plenty of Ammo <ul><ul><li>Help your recruiter help you. Specifically: </li></ul></ul><ul><ul><ul><li>Update/customize your resume for the job </li></ul></ul></ul><ul><ul><ul><li>Succinctly anticipate & address the manager’s likely questions </li></ul></ul></ul><ul><ul><ul><li>Explicitly match their requirements 1:1 with your qualifications </li></ul></ul></ul><ul><ul><ul><li>Prepare your references </li></ul></ul></ul><ul><ul><ul><li>Meet the recruiter to boost mindshare </li></ul></ul></ul>
  16. 16. Stand your Ground, pt 1 <ul><ul><li>If the manager responds, you’re in control. </li></ul></ul><ul><ul><ul><li>Trust but verify, and demand integrity </li></ul></ul></ul><ul><ul><ul><li>Don’t let your recruiter take you for granted </li></ul></ul></ul><ul><ul><ul><li>You always have a choice </li></ul></ul></ul><ul><ul><ul><li>Don’t answer “what’s your rate?” </li></ul></ul></ul><ul><ul><ul><li>If asked for help, be careful </li></ul></ul></ul>
  17. 17. Stand your Ground, pt 2 <ul><ul><li>Relax, sit back, and negotiate: </li></ul></ul><ul><ul><ul><li>pay rate, billing cycle </li></ul></ul></ul><ul><ul><ul><li>hours </li></ul></ul></ul><ul><ul><ul><li>location </li></ul></ul></ul><ul><ul><ul><li>responsibilities, reviews </li></ul></ul></ul><ul><ul><ul><li>benefits </li></ul></ul></ul><ul><ul><ul><li>bonuses </li></ul></ul></ul><ul><ul><ul><li>stock options and buyouts, etc </li></ul></ul></ul>
  18. 18. Reward Honorable Behavior <ul><ul><li>If you want your recruiter to thrive: </li></ul></ul><ul><ul><ul><li>minimize surprises, maximize communication </li></ul></ul></ul><ul><ul><ul><li>refer well-qualified candidates and motivated clients </li></ul></ul></ul><ul><ul><ul><li>recommend to your peers — especially to discerning, decisive, well-funded managers </li></ul></ul></ul>
  19. 19. For more info... <ul><li>Please see our site’s Advice section </li></ul><ul><li>www.synergistech.com </li></ul><ul><ul><li>1-866-591-2968 </li></ul></ul>

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