Whether you’re in the market for a job (actively or otherwise), or a company hoping to hire great people, working with a recruiter can be an important piece of the puzzle. In one of my recent blogs, I talked about how to select a good partner if you’re a company looking for assistance with your recruiting. But what happens then?
Just as with any other professional, the way in which you work with a recruiter can lead to either a great experience … or one that’s not so great. Below, you’ll find some tips for working effectively with recruiters, to help make the experience as good as it can be. And yes, this may seem self-serving, but a great working relationship really is mutually beneficial. Whether working with me or one of my industry colleagues, I want you to have the best experience possible.
A Partnership Approach
A great working relationship starts with a mindset of partnership. Partners look for ways to make each other’s lives easier. I try to do that, for my clients and also for the candidates I represent. And of course, I appreciate it when they do the same for me.
For job seekers, this means simple things like making sure your resume is easy for me to organise and send to clients. Save documents in common file types, like .doc and .pdf, and include your name in the filename. Be as accommodating as you can when it comes to scheduling interviews. I know you’re busy, but coordinating multiple calendars is a tricky part of my work, and I promise I’m not trying to make it difficult for you. Following up with me for updates is okay, but not too often. Remember that you’re one of many people I’m trying to keep up to date. I promise that if I have news for you, I’ll get in touch. One last thing: when you’re in the business of people, as I am, connections – referrals to people looking for a new challenge, or looking for new employees – are always appreciated.
If you’re an employer working with a recruiter, you may have found that we ask a lot of very detailed questions. This helps us define the role, giving us the best chance of a successful outcome. So be patient with our questions, and as detailed as you can with your answers. More information is always better than less. Similarly, be open to feedback I might offer. My work in the marketplace gives me a broad perspective, a perspective that allows me to offer insights and information on things like compensation ranges, and labour market trends. I’ll close by saying that there are some people out there – no one reading this, I’m sure – that behave as if they’re competing with recruiters. Working with your recruiter, rather than against them, will produce a much better result.
Communication and Responsiveness
Things can move very quickly in the middle of a hiring process, especially when it comes to interviews and offers (and especially given today’s market conditions). My work puts me square in the midst of that flurry of activity, doing my best to juggle schedules and information between any number of people. Whether you’re hiring or being hired, open lines of communication and quick responses help me to help you.
Be as available as you can – by phone, email, or text – and respond as quickly as you can when you’re not available. Whether we’re nailing down a time and place for an interview, clarifying an important piece of information, or getting an extra question answered, being as responsive as possible will make all our lives easier.
Transparency and Honesty
When I’m representing you as a candidate, the more I know, the better I can help you. Your compensation range, for example: what are you hoping for, and what is your bottom line? Are there things just as important – or more so – than salary? Perhaps there’s something in your work history that you’re concerned about. Don’t hide it; tell me and we can talk through how to handle it. If you’ve gone to an interview I’ve set up, be honest and open with me about how it went, and about your interest level. If something changes midstream – meaning that you may not take a position we’ve been talking about – please don’t keep it from me. I’d prefer to get bad news earlier, rather than a surprise later.
This kind of transparency is just as important on the client side; again, the more I know, the better I can help. If a candidate I’ve presented isn’t the right fit, it’s not going to hurt my feelings to hear that, it’s going to help me be clearer about the kind of candidate who would be. Letting me know who’s in and out of the running promptly lets me pass that on to the candidates. Being the bearer of bad news isn’t fun, but it’s a big part of my role, and it protects your employer brand – and mine, too. Things often change during a hiring process – people change, expectations change, delays happen. When and if these kinds of changes happen, the sooner I know, the sooner I can adapt and provide the best support to you.
Come to the table as a partner, be as responsive as you can, and as open and transparent as possible. I’ll do the same, of course, and – to paraphrase Casablanca’s Rick – this could be the beginning of a beautiful working relationship.