Even in times of relative prosperity, only a few hires are made through headhunters. However, Management recruiters are in demand, and clients are willing to pay fees that average one-third of a candidate’s yearly salary. Below are some insights on how recruiters find candidates, as well as some advice for candidates on being noticed by top recruiters.
Work With a Recruiter Specializing in the Industry, Skill Set and Role
In most cases, executive recruiters specialize in a single discipline such as engineering, finance or human resources. To be successful, a client or a candidate must find a recruiter who specializes in a similar aspect of the field.
Build a Transparent, Honest Relationship
While it may be helpful at times to work with multiple recruiters, it is not wise to have more than one firm submitting a candidate’s resume to a single company. Before submitting a candidate’s resume for review, a recruiter should do an interview to learn the person’s skill sets and desired role going forward.
Understand the Process and Make the Candidate Accessible
Every recruiter has a database of network connections they’ve built over the years. When a recruiter takes on a new assignment, they first go to their network to find a suitable candidate. When a candidate learns about a new recruiter, they should reach out right away. Clients can use sites such as LinkedIn, and recruiters should attend alumni, networking and professional events to meet candidates and clients alike.
Deal With Old Issues
The conventional advice for executive recruiters is to avoid candidates with significant employment gaps. However, recent shortages of competent candidates are causing many to re-evaluate that stance. If there is openness and honesty between applicant and recruiter, the candidate can more effectively tell his or her story, and the recruiter can help to gloss over some issues.
People typically view executive recruiters as being only interested in fast profits and quick turnover. However, recruiting success is obtained by building strong partnerships with clients and the candidate pool. If the candidate is right for the job, building bridges to industry recruiters can make a significant difference in the person’s career advancement.