When working with a recruiter, it’s common for job seekers to assume they can finally relax and allow their consultant handle all the work. While recruiters carry quite a hefty load of responsibilities to assure a successful matching of candidates and companies, there are certain actions that job seekers can take to increase their leverage among competitors, resulting in an accurate and speedy placement.
The goal is to create a reason for your recruiting consultant to truly advocate for you; to become their “go-to candidate” for the best positions. So, how does a job seeker increase their value in the recruiting world?
Sjoerd Gehring, Global Head of Recruiting at Johnson & Johnson, shares four key pointers:
1. Be Ready and Organized.
One of the most important factors in a successful recruiter/candidate relationship is communication. Ensure that your recruiter is aware of your goals, skills and experience, as well as reasons for any noticeable gaps in your employment history. If they are in the dark as far as your background, they cannot effectively “sell” you to an organization, let alone the right one. “So”, Gehring advises, “proactively send them an updated resume if there have been any changes since the last time you spoke. Then, have your work portfolio and references prepared and ready to go as soon as they ask for them. Respecting their time – and lack thereof – will help you stand out”.
2. Honesty is the Best Policy.
If you are tempted to misrepresent yourself in any way because you think it will fast-track to toward a better position, let go of that notion immediately. This includes exaggerations or withholding important information that may impact your future employment. Without honesty, there cannot be trust, and if your recruiting consultant feels they can’t trust you, they may be quite hesitant to place or refer you. Gehring reiterates, “Just think how badly it will reflect on you (and the recruiter!) if you hold something back or tell a ‘white lie’ that later comes to light; [and] be under no illusion, these things always do”. If you do feel somewhat underqualified for a position, Gehring suggests highlighting your transferrable skills in an honest way.
3. Show Your Enthusiasm.
Gehring agrees, “Recruiters are looking for qualified candidates who are serious about switching to the company they represent”. If a particular role is meaningful to you, by all means, let your recruiter know. Perhaps an organization possesses a similar value system to your own or you have a high esteem for their dedication to philanthropy or readiness to take on new forms of technology. “Whatever your reason, demonstrate that affinity, so the recruiter knows why you’re committed to securing a role at their company,” suggests Gehring. Moreover, this information can be used to your advantage as a recruiter promotes you to the company as a well-suited candidate.
4. Maintain Graciousness.
Perhaps your consultant has placed you on track toward a position that doesn’t quite appeal to you. If this is the case, don’t feel obligated to accept an ill-fitting role. However, it’s important to graciously advise your recruiter of your concerns as soon as possible so that they can begin working toward a new opportunity for both you and another candidate who would perhaps be a better fit for the position. On the other hand, if you are set for an interview, and experience a rejection, do not blame your recruiter or consider this the end of the road. Again, remain gracious for the opportunity, and move forward. You recruiter is likely actively working toward filling another role, so it’s important to remain in their good standing.
As Gehring reminds candidates, as with any relationship (whether personal or professional), you receive what you invest; and this certainly applies to the affiliation between job-seekers and recruiters. Remaining conscientious, honest, motivated, and gracious can only bring positive results.
Stewart, Cooper & Coon, has helped thousands of decision makers and senior executives move up in their careers and achieve significantly improved financial packages within short time frames. Contact Fred Coon – 866-883-4200, Ext. 200