by Sarah Terlaga, Staffing Manager, Human Resources Contract Staffing, WinterWyman
As a current recruiter and a former contractor, I have a unique perspective on the candidate/recruiter relationship and what it takes to build a partnership. And, that’s exactly what it is, a partnership. Looking back on my contracting career, I can see some of the mistakes I made and how having a different approach with my recruiter would have made a big difference. Here are some of the thoughts I like to share with my candidates to help them during their job search.
Contacting a hiring company directly is a mistake
When I was a contractor, I worked with a recruiter here at WinterWyman, named Suzie (who happens to now be my boss!). She connected me with a reputable company, and I was excited to begin the interview process. Everything went well, and after my last round of interviews I was anticipating an offer although I still had some unanswered questions. Instead of contacting Suzie about my concerns, which is the recommended protocol when using a recruiter, I emailed the company directly. Unfortunately, the wording of my follow-up email raised concerns about my commitment to the role, and the company decided not to extend the offer after all. Suzie explained if I had gone through her, she would have relayed the information I wanted while keeping me in the best possible light. Today, I remind candidates to trust me with their concerns. I can either get their questions answered or suggest professional and positive ways to ask them during the interview process.
Be sure to talk with your recruiter
I had been so busy at work I was mostly communicating with Suzie through email. She encouraged me to connect with her over the phone, but I didn’t make the time and ultimately didn’t make her a priority. Unfortunately, this lack of direct contact interfered with the development of our relationship, and, in-turn, with my job prospects. I now see how hard it is to build a relationship with a candidate exclusively through email. Yes, it’s more convenient for brief questions or factual information, but a recruiter can’t always read if a candidate is excited, hesitant or ambivalent about a possible job. As a recruiter, I need to get an accurate sense of what each candidate wants and needs to develop a plan going forward. So, commit to talking with your recruiter; the small investment of time will yield better results for your job search.
Use your recruiter’s pull
I interviewed for a job I was excited about, but I was slightly hesitant about the company culture. I was ready to nix the opportunity, but Suzie pointed out my interview had fallen on Columbus Day and the office was unusually quiet. She then went out of her way to schedule another meeting for me to visit during a more typical day so I could get a better picture of the company, employees and environment as a whole. I made the decision not to go back, and ultimately turned down the offer based on my one Columbus Day experience. I later learned a former colleague of mine ended up taking the job. She raves about the culture and is happy there to this day. I missed out because I didn’t lean on my recruiter’s advice and her ability to arrange a follow-up meeting. Good recruiters offer advantages, including the ability to advocate for your needs and arrange for special treatment. Cash in on those things, so you don’t pass on a stellar role or opportunity.
Be honest about your search activity
Candidates worry about sharing all aspects of their job search with their recruiter, including other jobs they are pursuing on their own or with other recruitment firms. I understand that mindset because I had not shared everything with my recruiters either. For example, while I was interviewing with a company through Suzie, I didn’t tell her about an offer I had through my own network. Although I ended up taking the other offer, I kept thinking about the role with Suzie and what could have been. Did I make the right decision? What if Suzie’s role was a better fit for me? Had I told her more about my search, she could have tried to speed-up the interview process, allowing me to compare both options at the same time and ultimately to make a more informed decision. We encourage candidates to search for jobs through a variety of sources. If you let us know, we can often orchestrate the timing of interviews and offers so you get all the information you need at once to make the right decision.
My experiences as a contractor and a recruiter have taught me the process is really about building a partnership with your recruiter. You need to trust your recruiter and rely on his or her experience, expertise and perspective. After all, we’re here to help you be that star candidate and land the job that’s best for you.
Image courtesy of adamr at FreeDigitalPhotos.net
We won't just do social media management. Social Hire will work with you to ensure your business sees great value from the service and that your team gets the most out of the service. Our social media experts are driven by the desire to make a enhancements to your social media marketing and reaching targets in a way that realistically makes a difference to your business goals.
Do you have a desire to increase the engagement of your business by utilising digital marketing, but can't work out how to begin?
Our team of managers are a team that assists our partners improve their presence online by producing online marketing services on a regular basis. Our service is transparent and economical, which ensures that you get a great service and results that make a difference when you utilise our services. We arrange many different marketing services for enterprises from small businesses to large corporations to help make the most of of your company's social media marketing.
You might like these blog posts Small Business Tips: Focus On Engagement Rather Than Promotion, 7 Tips to Target Your Social Media B2B Audience, Common Mistakes Small Businesses Make And How To Avoid Them, and How to Design a Great Website For Small Business - Tips & Mistakes to Avoid.