5 Things to Keep In Mind When Choosing a Recruiter

Recruiters get a bad rap.?

I get it.? There are many – too many – bad recruiters who care very little about the people whose lives they are affecting and more about their wallets.? News flash:? that WILL catch up to them.? In the meantime, I am here to let you know that there are indeed some very good recruiters in the world.? You just have to find them.? Once you work with a good recruiter you will realize the difference and realize that not all recruiters are created the same.?

So, how do you find a good recruiter?? I would bet that every recruiter will tell you they are good, but the truth lies with the candidates and businesses that interact with the recruiters.? THEY determine who is good and who is not.? And it’s not just about ‘doing your job.’? That’s a big part of it, yes, but the best recruiters also have a very high GAS factor (Give A Sh*t factor).? They care.? So keep these things in mind when choosing your recruiter:

1.?????? Get a Trusted Referral

In any business, referrals are your best resource.? Talk to your friends, peers, former bosses, etc.? If they have worked with a recruiter they trust, that’s the best testimonial you can get and often the most valuable.?

2.?????? Place High Value on Tenure and Specialization

Recruiting, like any sales role, has high turnover.? But not for the best recruiters.? Those are the ones who have long stretches of tenure with companies.? Because if a recruiter is good, and builds a strong, vast network, they work hard to keep it.? And in most cases, they need to stay with their same employer in order to do so due to non-compete clauses (although this is rapidly going away).? If a recruiter has job-hopped and has, for example, worked with 5 companies in the same market across different industry verticals in the last 4 years, that should be a red flag.? You want someone who is specialized in your industry vertical (not a jack of all) and someone who has been with the same company in the same market (or same specialized industry vertical) for a number of years.? Those recruiters tend to be established, successful, and have deep networks.? Their companies would not keep them around if they were not.

3.?????? Analyze their Screening Process

When the recruiter interviews (or, screens) you for the first time, how thorough is it?? Are they solely focused on your skills or are they making an effort to get to know you as a person…to understand what it is that YOU are looking for and what is important to you.? Are they rushed? Is it over in 10 minutes?? Or did they take their time, actively listen, and make you feel like you were the only person they were focused on at that time.? Did they simply say ‘send us your resume and we will let you know if you are a fit for anything?’? Yeah…that last one is a killer for me personally.? How can a recruiter know what opportunities to discuss with a candidate if they never take the time to get to know the candidate?? Think about that…

4.?????? Clearly Set Expectations

Talk with the recruiter about expectations.? How often do you expect to be communicated with?? Are they going to return your calls and emails?? And what will you do if they do not?? Are they going to let you know where they are presenting your resume?? They had better unless you give them free reign to send your resume anywhere and everywhere without your knowledge. (…which, by the way, I do not recommend unless you REALLY know and trust the recruiter you are working with)

5.?????? Understand the Process

Recruiters are paid to deliver experienced talent to companies.? There are many professionals who could land a solid opportunity on their own accord but a recruiter may not be able to place them.? It is not because the recruiter is not good, nor is it because the candidate is not good.? Recruiters can only place candidates that their clients are asking for.? They are not in the business of ‘finding jobs’ but, rather, finding talent for companies.? The best candidates understand this and realize that good recruiters will always be working for them…it just may take time to identify the right opportunity based on the candidate’s needs, wants, desires, and skills.? It once took me two years to find the ‘right’ opportunity for a candidate.? They appreciated my not trying to ‘sell’ them on jobs that were not good for them.?? So, I guess what I am saying is cut your recruiter some slack if it seems on the surface that they have nothing for you.? Don’t ghost them and they damned well better not ghost you!

Finding a trusted, reliable recruiter can add tremendous value to your career.? Don’t settle.? And don’t just work with everyone and anyone.? Find people you trust, people who respect you (and show it), people who will give you their time, and people with good reputations.? That kind of relationship is priceless!

John Ruffini is the Vice President of Professional Development for HealthTrust Workforce Solutions in Sunrise, Florida.?He is a 30-year recruiting veteran, trainer, and motivator and is the author of the Amazon Best Sellers “Money Makers:?Proven Ways to Increase Sales and Productivity in the World of Professional Recruiting” ? and “A Quest for Alex.”

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