Recruiting the Right Recruiter
For an IT professional looking for contract work, developing a good relationship with your recruiter is just as important as finding that next great job. In fact, develop a solid relationship with them, and you’ll never worry about where your next contract job is coming from.
We spoke with a few of our seasoned recruiters to answer questions that are often posed by people new to a recruiter/consultant relationship.
Why do you, the recruiter, need my references?
Nate Stewart, Direct Hire Recruiting Manager:
Even though we’re not directly employed by the client, we are considered a sourcing partner. The client pays us to locate and qualify prospective candidates for positions that they’ve been unable to fill on their own for various reasons. It’s our job to locate and qualify candidates on their behalf as if we were part of their internal recruiting team. This is of benefit to the employer as it saves them from having to do the work. It’s of benefit to you because we’re able to move you directly to the interview process once we’ve properly vetted and submitted your information.
Why do I need to commit to a rate right now?
NS: As a career counselor I’m responsible for introducing you to opportunities that closely resemble your ideal position. This includes the job location, pay rate, job responsibilities, etc. If your goal is to make a certain amount per year, it doesn’t make sense for me to introduce you to an opportunity that pays significantly less than that. When I know your salary or hourly requirement upfront, it helps me to introduce you to the most appropriate opportunities and not waste any of your valuable time.
Keith McNeal, Technical Recruiter:
I know that your time is valuable. I don’t want to go out there and uncover jobs that pay significantly less than what you’re looking for. I need to know your salary expectations so that I can focus solely on jobs that meet them.
Eric Tanner, Technical Recruiter:
With contract jobs, there are two figures that will always be there – the client’s project budget and the candidate’s salary. Your salary expectations need to be known upfront so that we’re not wasting anybody’s time trying to get you hired on with a client that doesn’t have the budget to fulfill your salary expectations. A recruiter’s job is to fit you in the right position for you, and knowing your expected salary is a key factor in doing that.
I’ve had bad experiences with other recruiters in the past. Why should I trust you?
NS: I completely understand this concern. I can’t even tell you the number of recruiter horror stories that I’ve heard. I always want to hear the stories though, because I want to understand what your pain is when it comes to dealing with recruiters so I can try and remedy that.
It’s not to my benefit to burn people, and I don’t. The thing I love about IBS is the fact that we’ve got a reputation for having recruiters that care about our candidates. We care about how we present ourselves. I won’t risk my or my company’s reputation by stringing you along.
KM: For me, recruiting is about developing a relationship. I want to have you around and happy for the next five, ten, fifteen years. I want to be YOUR recruiter for as long as you want to do contract work. I want you to call me up whether you’re doing well, having issues, whatever the case may be. I develop good relationships with all of my candidates and that helps me place them at jobs that fit not only their skillset, but their personality as well.
What makes you different from the competition? Why is your process different?
ET: Transparency. A lot of other recruiters will be very vague with the details about their opportunities. They’ll simply tell you they’ve got an opening for a development role and that’s it.
We want to give you as much information about the opportunity as possible – who the client is, what the business does, what your job will entail, what to expect in terms of workplace environment/culture, etc. The more you know, the better.
We look at these placements as a career while other recruiters simply see it as role-filling.
NS: The majority of recruiters will talk to you for five minutes, learning the bare minimum of what you do, and try to place you based on that. I go above and beyond that when I’m presenting an opportunity. I refuse to present you to a company unless I’m 100% certain you would accept their offer. It’s important to me that you know EVERYTHING there is to know about the position, the people you’ll be working alongside, the interview process, etc. so that you feel like you really understand the opportunity and know what you’re getting into.
I tell you the good and the bad so that there are no surprises. If a recruiter isn’t willing to spend the additional time to completely educate you on a job opportunity, then they probably don’t have your best interest at heart.
IBS is known for its transparency and has a good reputation because of it. I trust my candidates to the point where I feel absolutely comfortable putting any prospective candidate on the phone with ANYBODY that I’ve ever placed at a job because I know I did things the right way and that they will speak highly of me.