This morning I analyzed my blog traffic. What I found was not surprising, in fact, even a little predictable. Many people want to know how to manage a relationship with a good recruiter. The first challenge is how to get a good recruiter interested in you.
When I was a recruiter, a service I provided for over 18 years, most of my placements were made with referred candidates, candidates who, in turn, referred others because they were impressed with my service. Rarely did a randomly acquired resume result in a placement. I learned over the years this was standard for most of the busy recruiters who helped the quality companies with staffing. We all relied heavily on our network, referrals and of course, actual recruiting based on those referrals. Few of us ever took resumes that arrived on our desk, unbidden, as high priority prospects.
Why is this? Because our time is short. Most recruiters have more than one opening they are chartered to fill (regardless of the way they are paid, most recruiters juggle about 6-10 openings at a time). We rely on our long established network to provide names and even commentary on prospective candidates. Why? Because that works.
So, how do you get the attention of the good recruiters when they mostly don’t take uninvited guests? I said three things you can do, but there is really only one. Referrals!
- Talk to people who do the job you do and ask for an intro to their favorite recruiters.
- Talk to people who do what you do and request they offer your name when they are courted by a good recruiter for a job in which they have no interest.
- Ask the HR department of a company who hires folks like you what recruiter they use. Ask permission to use that individual’s name or ask for an introduction.
- Go to social networking events. Recruiters hang out there. Don’t expect to be approached. You still need to be introduced, but spot the recruiters, see who they are talking with and ask that person for an intro.
- Volunteer. Recruiters are volunteer-a-holics. That is only one way they expand their network into typically unapproachable territories.
Watch this space for more ways to attract the really good recruiters. They are NOT making on-line cattle calls and they are not found on the job boards. The really good ones focus on referrals from their network because the quality of candidates is simply better. Why? Because they are pre-screened by that recruiter’s network. And because it works.
Next blog will be on how the good recruiters use digital tools to locate prospective candidates. Subscribe to be notified.
When you interview, but they pass yet have good words, ask the most senior person with whom you spoke to introduce you to their favorite recruiter. Introduce, not provided contact info.