40 Tips for Working with a Recruiter

Working with a recruitment firm

There are a number of things that employers and candidates can do to make the executive search process as streamlined and productive as possible. We’ve listed a few of those below. For more details about engaging with our firm to construct exceptional teams please get in contact with one of our professionals:

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Employers

There are a number of factors involved in the recruitment process that hiring managers can optimize in order to make certain our work together is as productive as possible.

Seek out a recruitment firm that specializes in your corporate field and relevant position types

For 20+ years we’ve been working with software and technology-related companies to help them locate CXO, Sales, and Marketing professionals. This sphere of concentration allows us to provide exceptional service and performance due to an array of factors:

∙ Our networks are extensive and focused across these domains, territories, and roles.
∙ We understand and stay up to date with the highly varied and ever-changing technology components involved.
∙ A far better understanding of the type of individual who will excel in a given position.
∙ Much quicker ramp-up time.
∙ Streamlined and expedited processes that allow us to rapidly identify and recruit appropriate candidates.

Pursue a partnership rather than a simple transactional arrangement

We’ve been working with a number of companies for an extensive period of time and have helped them build teams throughout North America and beyond. A key component of these long-term relationships is without question the value that we have proven we are able to bring to the overall recruitment process. Rather than being simple order takers and resume bundlers like so many in the field, we seek to reach the point where we can send a note letting you know that we’ve been in contact with an individual you need to interview and you will know with certainty that it will be time well spent. Most importantly, when you have a newly opened requisition the first and only call will be to us.

Have the ability and willingness to sign a recruitment agreement before a search begins or a candidate is presented

As much as we would like to trust that all recruitment partners are open to maintaining a spirit of trust sans a contract in place, we realize that this simply cannot account for the rare parties who may have other notions. It’s simply a smart business practice for both the hiring company and our firm.

Work with us to fully understand the position, expectations, goals, and the type of candidates who will excel in the role

• Define a precise, specific roadmap that outlines the type of individual who will be a strong match.
• Determine what the selected hire will have to do during the first set of months and initial full year to be deemed successful.
• Are there particular companies that you would like to see candidates from and, conversely, organizations that are on the steer clear list.

Separate the true essentials for the position from the intangibles

Examples include:
• Is it absolutely necessary for candidates to have direct experience with a particular type of training?
• What type of technical experience and know how is mandatory?
• How much leeway is there regarding stated required years of experience in a similar role?
• Are educational requirements set in stone or may experience substitute for academic credentials to some degree?

Understand the current market

A crucial factor in the process is having a realistic perception of the types of compensation packages it will take to hire a strong performer in a particular position. It’s equally important to know that the pandemic has prompted a shift in work-oriented thought for many and it may be essential to offer various forms of remote capability for those who are so inclined.

Be honest about your management style and the type of culture the company promotes

It’s essential to know if you employ a relatively hands-off approach or prefer to have more direct involvement in the minutiae of work activities. Most importantly, what type of individuals thrive in your environment and, on the other hand, who might not be the best match? This will allow us to rapidly determine if a particular candidate would ultimately work well in your organization no matter how precisely matched their background may seem on paper.

Have specific interview and candidate selection processes in place

We like to make certain that candidates are fully prepared for all possible facets of the hiring cycle. Clients can greatly facilitate a smooth undertaking by implementing a well-structured format.

Be willing to set aside blocks of time solely for interviewing and associated activities

We certainly recognize that hiring managers and interviewing teams have demands on their schedule that can often be burdensome at best. Nevertheless, the longer the position remains open the greater the revenue loss. Setting aside predetermined blocks of time to meet potential candidates is a superb way to make certain things proceed accordingly.

Optimize the speed of the search process

It’s vital to keep things moving forward as directly as possible in order to make certain that the interest level of all candidates remains high. Curtail or eliminate steps/meetings that may be simple bloat.

Maintain realistic expectations regarding the length of time to fill an open position

Streamlining the search procedures will help tremendously, but it’s important to keep in mind that there are a number of variables involved that may require adjustments to the general timeline. Specific types of openings will inherently demand additional reach to complete. More senior roles typically call for a more malleable construct due to generally expanded negotiation activities, more in-depth assessment requirements, and a host of additional items that must be addressed. We strive to present a highly targeted, skilled, and select group of individuals as quickly as possible but do like to make certain that all involved understand that this is not always an exact science when it comes to a finite set of parameters.

Make certain to adhere to scheduled times

We’re fairly understanding regarding the need to make changes due to unforeseen circumstances or an essential shift in business items. Candidates may be somewhat less forgiving, thus it’s imperative to keep to planned meeting windows whenever possible.

The first candidate you interview may very often turn out to be the best

We seek to provide a focused, skilled group of 3-5 individuals for each position we work on. Very rarely do we have to present more candidates than that number. Given that, it’s important to remember that the most qualified and best matched member of that group may very well be the first to enter the door.

Be open to a potential wild card candidate or an alternative choice

Quite often during the recruitment process we’ll come across an individual who has a superb track record of performance in a particular position or technology field that may not be a precise match based on preset particulars, but it’s quite clear that they can excel in the opening that we’re seeking to fill. On numerous occasions we’ve had hiring managers select these not so perfect on paper candidates and, without fail, they’ve turned out to be exceptional additions to their team.

There may also be instances where it’s wise to keep optional choices in play as events may occur that preclude a first candidate choice from ultimately taking the role. Being open to an alternative choice is an important part of the undertaking.

Provide timely and specific feedback

Consistent and prompt flow of information is an essential component of the recruitment process. This allows us to convey prompt and essential feedback to candidates in order to keep interest levels as high as possible for those who are deemed finalists. We can also quickly give notification to others interested in the position that other opportunities may be a better match, and we can also use the knowledge gleaned to fine tune the search.

Let us lead offer negotiations

We conduct these interactions on a day-to-day basis and can assure you that’s it’s important to have an individual involved who can effectively share and integrate information from each party that will lead to a deal that is ultimately deemed fair by all.

Have flexibility

Make certain to have the ability to get somewhat creative when presenting a final offer. It often makes little sense to lose a superb candidate over what may be a relatively small sum of pay, options, or benefits. The amount of revenue this type of person will eventually generate will most likely far exceed any comparatively minor compensation increases in short order.

Ensure that candidates you are interested in are aware of your excitement to have them join your team

It’s crucial to actively confirm that someone you plan to hire is fully aware that they are being brought on board as an integral and most welcome component of your organization. The importance of doing so cannot be overstated, and it makes our job before and after the hire eminently easier.

Follow up

We maintain close contact after a search has been completed, but an important component of the relationship is continued feedback and insight from the client. Let us know how things are faring with your new team member. Keep us informed regarding upcoming openings or changes within the organization. Provide us with insight that will allow us to continually refine our process so that it meshes as seamlessly as possible with your approach and requirements.

Candidates

Countless factors can influence the recruitment process. However, there are certainly key elements that a candidate may employ and maximize in order to build a strong relationship with a recruitment team and make certain that all processes are as optimized as possible in order to win a new position.

Search for an individual or firm that specializes in your area of focus

A recruitment professional who spends each day working within a particular sector will have specific knowledge regarding an array of factors and insights pertinent to that realm. These include awareness of companies that are actively/potentially seeking new hires, broad knowledge of prevailing compensation structures, domain experience and comprehension, industry specific competence and qualifications, and a host of intangible factors that others will most certainly lack.

Maintain a current resume

Make it a point to always keep your information up to date as you never know when a recruiter may contact you to discuss a position that is sufficiently attractive from a number of important perspectives to prompt interest in making a move. Resume Tips

Don’t pay for placement services

Executive search firms sign fee agreements with client companies, never candidates. If a particular organization broaches the subject of payment for placement services make certain to find a new group to work with.

Provide us with a list of companies/other recruiters to whom you have already submitted your resume

An important factor to keep things streamlined. Make it a point to maintain a spreadsheet that includes all companies where your information has been sent, when you submitted it to them, and what the result has been up to then. Doing so can save all parties involved a great deal of time as we can focus on organizations you have not yet spoken with. It’s also important for us to know if there are other potential positions that may be in play and how far along in the process you may be so that all involved allocate their time and efforts accordingly.

Be upfront about gaps or inconsistencies in your resume

There are a number of ways to present information that may have a few nonlinear entries in a forthright and productive manner rather than simply providing information in a fashion that may unnecessarily trigger a flag – particularly if there are very reasonable explanations for these listings.

Have fairly specific parameters and goals in mind when outlining job requirements

These include desired compensation range, company culture, promotion possibilities, training and growth opportunities, in-office or remote work preferences, and any other intangible factors that may be important to you. For example, many people in sales would prefer to stay in a direct, customer-facing position for the duration of their tenure rather than entertain possible management options. Knowing the framework for these requirements will help us to ensure that optimum focus is maintained for clients and candidates.

Be honest and detailed about past and current compensation

Not only does this allow us to have as much knowledge and leverage as possible when negotiating a potential package, it also helps us to avoid potentially negative consequences in the process if errant information should become known. For example, many employers (particularly those seeking to fill a sales-related position) will ask to see W2 forms for a few years prior therefore having authentic information upfront is essential.

Compensation requirements in a new position

It’s incredibly important to know what parameters we will be able to set regarding base salary, compensation at plan, bonuses, stock options, and other items that may apply. Companies may generally have a bit of leeway to be creative in order to hire a superb individual, but it’s imperative to make certain that boundaries for both parties mesh well before the offer stage.

Steer clear of directly contacting an employer to whom we have presented you as a possible candidate

Indeed, doing so may actually damage a potentially strong match as hiring managers may be irritated and disapprove of circumventing a process that we have carefully structured and agreed upon before the search was initiated. Yes, we are also very unlikely to pursue additional work with you as well.

Maintain an open mind regarding companies, roles, and titles

Is the title of VP absolutely essential if the pay and position factors meet and surpass your needs? Might it be worth examining a startup or smaller company that has a superb opening even if all of your prior work has been done in a larger environment? There have been a number of occasions where we presented an individual for a certain position and, during discussions, it turned out that they were an even better fit for another role within that company. These instances have turned out exceptionally well without exception thus it’s always a good idea to a keep all options open.

Avoid tire-kicking activities

We put a great deal of time and effort into each search and fully understand that there won’t always be a proper match between a company and a candidate. However, there is a point where it may become clear that making a move from your current organization would require an unreasonable platter of prizes thus our engagement will most likely taper off.

Do your homework

Our part in the process is much easier to perform if a candidate takes the time to properly prepare. Develop a detailed understanding of the company’s products and market. Delve into the backgrounds of those in leadership positions. Think about how your knowledge and achievements match what the organization is seeking and how you will be able to implement those skills to surpass their stated goals.

Be on time

Obvious, right? Make it a point to show up for a meeting about 15 minutes ahead of the scheduled time. This will give you an opportunity to reexamine relevant materials and also show that you are serious about pursuing the opening. Arriving earlier than this may be viewed in a skewed fashion by a particular interviewing team.

Small details

From formulating a potential business plan to interview attire and sending a thank you note after meeting with a hiring team, many seemingly insignificant factors can either push your candidacy to the top or leave an unnecessary block in the process. We gather a great deal of information from client companies so that we have a strong idea of what they are seeking performance-wise, culturally, and from a knowledge/ability standpoint. Taking advantage of these insights is certainly appreciated and is one of the many things that separate us from standard firms in the industry.

Make certain to have a fair amount of availability to conduct interviews and provide feedback

All individuals involved in the hiring, recruitment, and job search processes have a finite amount of time to tend to their current duties while carving out sufficient blocks to conduct the necessary steps involved in filling or seeking a position. Coordinating meeting times for all parties involved often requires a fair amount of creative structuring thus flexibility and a willingness to entertain unique timeframes may be somewhat essential.

Be open to suggestions

We may have ideas regarding a number of items that may help propel your candidacy. These may include resume changes, advice on how to interact with a particular decision maker, constructive comparisons with your current position or others that may be of interest, and many other notions that could help you make a sound career choice.

Follow up

Make it a point to check in with us as directly as possible following interviews or other types of contact you may have had with any party that could affect your candidacy for a particular opening. Also mark it down to contact us rather than the hiring manager as it plays much better from a professional standpoint.

Temper expectations

There is always the chance that we won’t unearth a position that provides a 200% increase in salary or perks that include 3 months of vacation each year. The process may take longer than expected or we may not locate a match that meets the requirements of all parties. Providing sufficient leeway as we explore potential opportunities is essential for all involved.

Let us lead signing negotiations

This is something we do every day. We have in-depth insight into what the absolute dimensions are on both sides. Most importantly, we act as a necessary mediator between the hiring company and candidates to make certain that things don’t get bogged down by unnecessary impasses, perceived slights, errant emotional responses, and a host of additional factors that may come into play without a moderating party guiding things appropriately.

Take our advice regarding potential counteroffers – never accept one

Indeed, we have a blog post dedicated to this topic – Never Accept a Counteroffer

Maintain contact after you’ve accepted a position

We will certainly make it a point to stay in close communication after you’ve begun working for the new company to make certain all is faring well and to discuss any potential concerns or updates you may have. We are also always open to hearing about other individuals you may be aware of who might be open to a new role or companies who might have openings. Long-term relationships with client companies and professionals are an essential component of our business approach thus periodic contact to discuss items of interest are always welcome from both parties.

40 Tips for Working with a Recruiter

Working with a recruitment firm

Employers

Seek out a recruitment firm that specializes in your corporate field and relevant position types

Pursue a partnership rather than a simple transactional arrangement

Have the ability and willingness to sign a recruitment agreement before a search begins or a candidate is presented

Work with us to fully understand the position, expectations, goals, and the type of candidates who will excel in the role

Separate the true essentials for the position from the intangibles

Understand the current market

Be honest about your management style and the type of culture the company promotes

Have specific interview and candidate selection processes in place

Be willing to set aside blocks of time solely for interviewing and associated activities

Optimize the speed of the search process

Maintain realistic expectations regarding the length of time to fill an open position

Make certain to adhere to scheduled times

The first candidate you interview may very often turn out to be the best

Be open to a potential wild card candidate or an alternative choice

Provide timely and specific feedback

Let us lead offer negotiations

Have flexibility

Ensure that candidates you are interested in are aware of your excitement to have them join your team

Follow up

Candidates

Search for an individual or firm that specializes in your area of focus

Maintain a current resume

Don’t pay for placement services

Provide us with a list of companies/other recruiters to whom you have already submitted your resume

Be upfront about gaps or inconsistencies in your resume

Have fairly specific parameters and goals in mind when outlining job requirements

Be honest and detailed about past and current compensation

Compensation requirements in a new position

Steer clear of directly contacting an employer to whom we have presented you as a possible candidate

Maintain an open mind regarding companies, roles, and titles

Avoid tire-kicking activities

Do your homework

Be on time

Small details

Make certain to have a fair amount of availability to conduct interviews and provide feedback

Be open to suggestions

Follow up

Temper expectations

Let us lead signing negotiations

Take our advice regarding potential counteroffers – never accept one

Maintain contact after you’ve accepted a position

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