Dealing with recruiters
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Dealing with Recruiters. Andrew Davis Synergistech Communications. Section 1. Recruiting Basics The different types of middle-people How they are compensated Understanding their context, agenda When they can help. Defining our Terms. Employment Agency Broker

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Dealing with recruiters l.jpg
Dealing with Recruiters

Andrew Davis

Synergistech Communications

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Section 1

Recruiting Basics

  • The different types of middle-people

  • How they are compensated

  • Understanding their context, agenda

  • When they can help

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Defining our Terms

Employment Agency


Payroll/Employer of Record (EOR) Service


Consulting Firm

Executive/Retained Search Firm

Search Researcher

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How Recruiters are Compensated

Executive/Retained Search

  • Non-contingent fee, to 35%

    In-house Recruiters, Search Researchers

  • Non-contingent, hourly


  • Contingent commission, to 30%. 90-day guarantee period for staff/perm.

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Understanding Recruiters

Skills and background



Personality weaknesses

Criteria for success

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When recruiters can help...

1) Four-year degree,

2) At least two years’ commercial experience,

3) Marketable skills,


4) Good references from past employers/clients

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…and when they can’t help

1) Only an AS degree or a certificate

2) Less than two years’ relevant commercial experience

3) Out-of-date skills

4) Lukewarm, unreachable, or non-existent references

5) Been terminated from a recent job/contract for cause

6) Lengthy unexplained absences from the workforce


7) No portfolio samples (if seeking pubs work)

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Q: Should you use a Recruiter?

A: Yes, if you

  • lack time, skills, knowledge, desire

  • can’t negotiate on your own behalf

  • don’t have a viable network

  • are employed or not in a hurry

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Q: Should you use a Recruiter? (pt2)

A: No, if you

  • need to earn more than companies pay

  • want only part-time or offsite work

  • prefer companies that don’t use external recruiters

  • aren’t a citizen, Green Card holder, or on a visa

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Section 2

Getting to work

  • Build a foundation for success

  • Understand the rules

  • Give your recruiter plenty of ammo

  • Stand your ground

  • Do the right thing for a good recruiter

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Setting Yourself up to Succeed

Ask for what you want. Candidly state:

  • what you want to earn

  • which benefits you need

  • where you want to work

  • which responsibilities you want, don’t want

  • if you need to telecommute, and how often

  • how you want to evolve professionally

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Rules of Engagement, pt 1

A good recruiter commits to:

  • describe the opportunity accurately

  • address your questions promptly and truthfully

  • disclose the company, and seek your permission, before representing you

  • execute as promised

  • provide status updates

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Rules of Engagement, pt 2

You commit to:

  • provide an accurate, relevant resume, and keep it updated

  • (if you proceed) let the recruiter be your only rep there for six months

  • sincerely seek the job

  • keep the recruiter apprised

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Rules of Engagement, pt 3

You are NOT committing to:

  • work with any one recruiter exclusively

  • take your resume off job boards, etc

  • meet any recruiter in person

  • allow your references to be checked before you get an offer

  • cooperate with a dishonest recruiter (pt 1)

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Provide Plenty of Ammo

Help your recruiter help you. Specifically:

  • Update/customize your resume for the job

  • Succinctly anticipate & address the manager’s likely questions

  • Explicitly match their requirements 1:1 with your qualifications

  • Prepare your references

  • Meet the recruiter to boost mindshare

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Stand your Ground, pt 1

If the manager responds, you’re in control.

  • Trust but verify, and demand integrity

  • Don’t let your recruiter take you for granted

  • You always have a choice

  • Don’t answer “what’s your rate?”

  • If asked for help, be careful

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Stand your Ground, pt 2

Relax, sit back, and negotiate:

  • pay rate, billing cycle

  • hours

  • location

  • responsibilities, reviews

  • benefits

  • bonuses

  • stock options and buyouts, etc

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Reward Honorable Behavior

If you want your recruiter to thrive:

  • minimize surprises, maximize communication

  • refer well-qualified candidates and motivated clients

  • recommend to your peers — especially to discerning, decisive, well-funded managers

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For more info...

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