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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
Dealing with Recruiters

Andrew Davis

Synergistech Communications

section 1
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
Defining our Terms

Employment Agency

Broker

Payroll/Employer of Record (EOR) Service

Recruiter

Consulting Firm

Executive/Retained Search Firm

Search Researcher

how recruiters are compensated
How Recruiters are Compensated

Executive/Retained Search

  • Non-contingent fee, to 35%

In-house Recruiters, Search Researchers

  • Non-contingent, hourly

Others

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

Skills and background

Role

Agenda

Personality weaknesses

Criteria for success

when recruiters can help
When recruiters can help...

1) Four-year degree,

2) At least two years’ commercial experience,

3) Marketable skills,

AND

4) Good references from past employers/clients

and when they can t help
…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3) Out-of-date skills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

OR

7) No portfolio samples (if seeking pubs work)

q should you use a recruiter
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
q should you use a recruiter pt2
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
section 2
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
setting yourself up to succeed
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
rules of engagement pt 1
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
rules of engagement pt 2
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
rules of engagement pt 3
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)
provide plenty of ammo
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
stand your ground pt 1
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
stand your ground pt 2
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
reward honorable behavior
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
for more info
For more info...

Please see our site’s Advice section

www.synergistech.com

1-866-591-2968

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