Today we explore the seventh of my ten ways to make recruiters love you. The series was inspired by my friends over at ItzBigBlog who wrote on the Candidate Bill of Rights. I did a critique of their series in on of my own that focused on Candidate Rights. They also have a series that is somewhat parallel to this one, on the Recruiter’s Bill of Rights. You might want to check it out. My series is designed to help job seekers understand how to interact with recruiters so that their relationship will be solid and fruitful. Todayâ€™s topic is "Preparation."
Preparation – Each candidate pledges that they will review all relevant information about the organization provided by the recruiter and do research that is appropriate for the level of the position on which they are working.
This might seem silly to have to tell someone, but you know there are many, many times when jobseekers don’t review the information that their recruiter sends them. And it is not only to the detriment of the jobseeker, but also the recruiter. You see recruiters have been in the business of helping prepare candidates for interviews for a long time. Their very livelihood depends upon them being able to do a good job of it. Why in the world would someone not want to avail themselves of the knowledge that the recruiter has built up over time.
- Recruiters have probably prepared more people for interviews in a single quarter than you will ever have interviews in your entire career. Who do you think would be better at it, the recruiter or you?
- Recruiters have special knowledge about the client that you can’t possibly hope to have. Why is it that you are using the recruiter for your introduction into the hiring process anyway? If you knew more than the recruiter, you’d already have an interview set up without him/her.
- Recruiters have feedback about the other candidates that have interviewed before you. No company will EVER tell you about the candidates that you are competing with and the strengths and weaknesses that each has. A recruiter can give you all that information, and will, to help you get the job.
- Recruiters want to get paid. They know that their best chance to get paid is to make a great match and prepare YOU to make the very best possible impression that you can.
Listen to the recruiter, he or she only wants to give you every advantage that they possibly can give you so that you will get an offer. All you have to do is use the information that they provide you. Interview guides, resume templates, rundowns of interviewing agendas, backgrounds on hiring managers, company history, insider scoop… all of this is great information that you likely can’t get on your own. All you need to do is take advantage of it and do some studying. If your recruiter doesn’t have the kind of information that I’m talking about, then you are probably with the wrong recruiter. If you don’t take advantage of what the recruiter gives you, then the recruiter will soon figure out that he has the wrong candidate, and if he does, you can bet that your working relationship will suffer drastically, if not be terminated.
Next week we will tackle "preparation" as it involves your relationship with the recruiter. Stay tuned.
Series – 10 Ways to Make Recruiters Love You
1) Confidentiality - Recruiters are entitled to have confidentiality and security of the information shared with prospective jobseekers regarding the companies with whom the recruiter is working and the positions which he is trying to fill. Any sharing of information with colleagues or co-workers should only be done with express prior permission of the recruiter. (read the entire post here)
2) Credibility - Jobseekers that apply for positions or express interest in a position during recruitment will do so and substantiate that he or she is willing to accept a new position based upon the criteria that is outlined to the recruiter. This means that a jobseeker is ready, willing, and able to commit to a job change for an acceptable offer. (read the entire post here)
3) Accuracy - The resume and all other documents presented to the recruiter accurately depicts the experience, work history, and accomplishments of the jobseeker. All items will be a true representations of fact. (read the entire post here)
4) Consideration – Decisions to accept or reject offers will be made on the basis of facts and parameters discussed with the recruiter prior to the jobseeker receiving an offer. There will be no eleventh hour â€œgotta havesâ€ that are sprung on the recruiter. (read the entire post here)
5) Consistency – Decisions to accept or reject offers will be made on the basis of facts and parameters discussed with the recruiter prior to the jobseeker receiving an offer. There will be no eleventh hour â€œgotta havesâ€ that are sprung on the recruiter. (read the entire post here)
6) Follow-Up – Recruiters are entitled to consistent communications regarding the status of their candidate, regardless of the how busy the candidate might be or any change in the status of the candidate as regards his or her job search. Recruiters make their living by being available for phone calls, they are always available or have a system of notification such as pagers, forwarded telephones, or voice mail. There is no acceptable excuse for not calling your recruiter back, other than death – either yours or his. (read the entire post here)
7) Preparation – (today’s post)
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