Comments on: Working with Recruiters http://EmploymentDigest.net/2007/03/working-with-recruiters/ News, Tips and Hints for those in Career Transistion Wed, 08 Feb 2012 06:39:59 +0000 hourly 1 http://wordpress.org/?v=3.1.1 By: Thad Greer http://EmploymentDigest.net/2007/03/working-with-recruiters/comment-page-1/#comment-5222 Thad Greer Mon, 26 Mar 2007 12:52:04 +0000 http://www.employmentdigest.net/2007/03/working-with-recruiters/#comment-5222 Bill... I think the scenarios you've described are all too common in the recruiting industry, but let me explain why. First, most firms work on a contingent basis so they don't receive a dime until an offer is accepted by the candidate. And as I'm sure you and everyone else is aware, as a candidate you pay nothing. So the recruiter is representing you, the job seeker, for free. Their loyalty is to the person paying the bills. As a candidate you're never going to get the same level of attention their client gets--you are viewed as a commodity, plain and simple. Recruiters are not "career counselors" compensated by some government agency. If you want an agent to promote you, be prepared to pay 20% of your annual income. Both the employer and the recruiter equally contribute to the problems created in the contingent search scenario. There is no commitment whatsoever on the part of the employer in a contingent search: they are free to work with as many recruiters as they like. The recruiters are fully aware of this resulting in an all-out resume race: the recruiters try to see how quickly they can get a candidate in and get an offer before their competitors. They don't have the time for go over your resume with a fine-tooth comb. My advice would be to identify a few retained search firms--not an easy task in the IT industry. A retained recruiter is not in a foot race against a half-dozen other firms, so they can take their time qualifying you because they know at the very least, they're going to cover their costs. They will provide you with the appropriate information about their client and will help prepare you for the interview process. Bill…
I think the scenarios you’ve described are all too common in the recruiting industry, but let me explain why. First, most firms work on a contingent basis so they don’t receive a dime until an offer is accepted by the candidate. And as I’m sure you and everyone else is aware, as a candidate you pay nothing. So the recruiter is representing you, the job seeker, for free. Their loyalty is to the person paying the bills. As a candidate you’re never going to get the same level of attention their client gets–you are viewed as a commodity, plain and simple. Recruiters are not “career counselors” compensated by some government agency. If you want an agent to promote you, be prepared to pay 20% of your annual income.

Both the employer and the recruiter equally contribute to the problems created in the contingent search scenario. There is no commitment whatsoever on the part of the employer in a contingent search: they are free to work with as many recruiters as they like. The recruiters are fully aware of this resulting in an all-out resume race: the recruiters try to see how quickly they can get a candidate in and get an offer before their competitors. They don’t have the time for go over your resume with a fine-tooth comb.

My advice would be to identify a few retained search firms–not an easy task in the IT industry. A retained recruiter is not in a foot race against a half-dozen other firms, so they can take their time qualifying you because they know at the very least, they’re going to cover their costs. They will provide you with the appropriate information about their client and will help prepare you for the interview process.

]]> By: Thad Greer http://EmploymentDigest.net/2007/03/working-with-recruiters/comment-page-1/#comment-32498 Thad Greer Mon, 26 Mar 2007 12:52:00 +0000 http://www.employmentdigest.net/2007/03/working-with-recruiters/#comment-32498 Bill... I think the scenarios you've described are all too common in the recruiting industry, but let me explain why. First, most firms work on a contingent basis so they don't receive a dime until an offer is accepted by the candidate. And as I'm sure you and everyone else is aware, as a candidate you pay nothing. So the recruiter is representing you, the job seeker, for free. Their loyalty is to the person paying the bills. As a candidate you're never going to get the same level of attention their client gets--you are viewed as a commodity, plain and simple. Recruiters are not "career counselors" compensated by some government agency. If you want an agent to promote you, be prepared to pay 20% of your annual income. Both the employer and the recruiter equally contribute to the problems created in the contingent search scenario. There is no commitment whatsoever on the part of the employer in a contingent search: they are free to work with as many recruiters as they like. The recruiters are fully aware of this resulting in an all-out resume race: the recruiters try to see how quickly they can get a candidate in and get an offer before their competitors. They don't have the time for go over your resume with a fine-tooth comb. My advice would be to identify a few retained search firms--not an easy task in the IT industry. A retained recruiter is not in a foot race against a half-dozen other firms, so they can take their time qualifying you because they know at the very least, they're going to cover their costs. They will provide you with the appropriate information about their client and will help prepare you for the interview process. Bill…
I think the scenarios you’ve described are all too common in the recruiting industry, but let me explain why. First, most firms work on a contingent basis so they don’t receive a dime until an offer is accepted by the candidate. And as I’m sure you and everyone else is aware, as a candidate you pay nothing. So the recruiter is representing you, the job seeker, for free. Their loyalty is to the person paying the bills. As a candidate you’re never going to get the same level of attention their client gets–you are viewed as a commodity, plain and simple. Recruiters are not “career counselors” compensated by some government agency. If you want an agent to promote you, be prepared to pay 20% of your annual income.

Both the employer and the recruiter equally contribute to the problems created in the contingent search scenario. There is no commitment whatsoever on the part of the employer in a contingent search: they are free to work with as many recruiters as they like. The recruiters are fully aware of this resulting in an all-out resume race: the recruiters try to see how quickly they can get a candidate in and get an offer before their competitors. They don’t have the time for go over your resume with a fine-tooth comb.

My advice would be to identify a few retained search firms–not an easy task in the IT industry. A retained recruiter is not in a foot race against a half-dozen other firms, so they can take their time qualifying you because they know at the very least, they’re going to cover their costs. They will provide you with the appropriate information about their client and will help prepare you for the interview process.

]]>