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The tables have turned, and you are now considering working with an HR third-party recruiter as a candidate. Don't be one of those HR people who assumes to know it all when it comes to recruiting. It's probably been a while since you conducted your last search. Refresh yourself with these rules before you start knocking on doors.
Who Do Third-Party Recruiters Work For?
There is a lot of confusion about a third-party recruiter's role. While we'd all like to view recruiters as personal advocates in our job searches, the truth is employers are footing the bills. "The client is the one that is paying for the work," says Wende Malster, senior associate at Boston-based Gatti and Associates. "Our firm is looking for the candidate who best meets the client's specifications."
Nevertheless, a recruiter can work with both the employer and the candidate's interests. In fact, Dorothy Carrin, principal of Carrin Associates in New York City, believes a third-party recruiter's job is to facilitate a good match between an employer and employee. "By making the match, you are helping both the candidate and the employer," she says.
Not for Everyone
While it can't hurt to send your resume to several HR third-party recruiters, it also may not help. "If you are considering a career change or if you are entry-level, you might want to use the Internet and focus on networking," says Karen Pappas, principal of Boston's Pappas & Pappas Consulting. "In fee-based searches, our clients often have specific background requirements. People making career transitions don't usually meet the criteria."
Malster agrees. "We generally have opportunities for individuals with a minimum of two-plus years of HR professional experience," she says.
What's Hot?
When positions are hard to fill, companies often turn to agencies. "Compensation professionals are at peak demand, followed by generalists with employment and employee relations experience," says Pappas.
Malster's firm is seeing a lot of generalist opportunities. "HRIS people are also in demand, and they are hard to find," she says.
Carrin sees a demand for people who are very adaptable and can work well in changing environments. "Attractive candidates have experience in mergers and acquisitions and are comfortable working in an unstructured environment," she notes.
Keys to an Effective Relationship
Carrin, Malster and Pappas all agree that honesty and candor are key to working effectively with third-party recruiters. Malster says a lack of full disclosure in terms of your activities and intentions can severely hamper your relationship with the agency. There are a limited number of agencies that focus on placing HR professionals, so it's important not to burn any bridges.
Choose one or two agencies to work with and spend your time developing relationships with your recruiters. The better someone knows you, the better he or she will be able to represent you. "You will get a lot more attention when you have developed a relationship with someone," advises Malster.
Other Tips
Keep the relationship going, even when you are not in search mode, advises Pappas. It's a small HR community out there, and you never know when the tables will turn. Take the time to cultivate your relationships when you are not in search mode, and your job search will be that much easier when you need to kick things into gear.
"Recognize it's a two-way street," says Malster. If you have an opportunity to hire a staff of HR people, refer the search to your contact. If you know of an outstanding candidate who might be looking for a job, refer them to the agency.
Use the third-party recruiter to complement your job search and don't forget to keep your eyes on the road for job openings. Not all jobs are listed with agencies, and it would be a shame to miss the turnoff to a golden opportunity because you thought the agency was driving your job search while you were asleep at the wheel.
