Working with Job Recruiters: Everything You Might Want to Know

Job recruiters are in a unique profession. They generally don’t require a college degree, certifications, licensing or accreditation. The industry isn’t heavily regulated. You could have a high-school degree, no recruiting experience, hang out a shingle and call yourself a recruiter.

Despite the low barrier to entry, there are not enough recruiters to help place people in great jobs. As the job market becomes more competitive, recruiters have become even busier. Fast-growing sectors, such as the tech industry, attract recruiters, some of whom might move on to the next hot industry later.

With so much activity, it can be challenging to understand what a recruiter does and how to work with a good recruiter. This is everything you might want to know about job recruiters from a 20-plus-year veteran of the recruiting industry.

How do job recruiters get paid?

Most job recruiters and recruiting firms work on a contingency basis. In this relationship, the recruiter and their firm only get paid if they deliver the winning candidate who is offered, accepts and remains at the job for a specific period of time.

Often, a company with roles to fill will hire different recruiters to help them hire the right person. Contingency recruiting is the type of search in which a company gives a job requisition to multiple agencies at the same time.

In a contingency search, the company is free to search for applicants in direct competition with the recruiters they’ve asked to help. There is no exclusivity offered or a monetary reward for trying, but not succeeding in the search.

If a recruiter doesn’t succeed in placing a candidate, they don’t get paid—it’s all or nothing.

What is it like to be a job recruiter?

The life of a recruiter is intensely competitive. In a typical contingency search assignment, three to six recruiting firms could compete to fill the same open position. Each firm could have at least three or four people on the project. In addition to the recruiting firms, the company also posts the job on professional social networks, the careers page on their website, and on different job boards. The jobs further end up on job aggregation sites.

A recruiter must race against time to find the best candidate before all of their competitors and the company itself.

The recruiting industry’s business model forces a recruiter to relentlessly focus on potential candidates that meet the job description demands. The dynamics make the recruiter lavish time, attention and love on the few strong contenders and neglect everyone else.

If a recruiter is pushy or spending a lot of time with a candidate, they likely think they’re a great prospect and fit for their open roles. A recruiter can’t afford to waste time on a candidate that doesn’t have a good chance of getting hired.

How do executives get recruited and hired?

Another type of recruiting is referred to as a retained executive search. Generally, companies select only one recruiting firm to manage their executive search process.

Recruiters working on a “retained executive search,” as the relationship is called, do not have to be concerned about any other competition. The recruiting agency and the company have an exclusive relationship.

The executive recruiting firm often gets paid an upfront fee to start the search and receive the remaining fee upon completion. The rates are about 30% or more of the placed candidate’s compensation once hired.

The company and recruiter will have a close, deep and personal collaborative relationship. Retained search firms usually have a rigorous process to search and select candidates that are appropriate for the role.

The recruiter will compile a shortlist of candidates to present, and the company will select a person after completing the job interview process. It is a much cleaner and more efficient setup for the recruiter, as they know they will be paid for their time spent and hard work. Since retained searches are structured primarily for C-suite and top executives, these executive search professionals won’t generally be able or interested in helping someone who is not at that level.

How do you find a job recruiter?

Start by asking current and former coworkers with similar backgrounds to you about who they would recommend. It is always tricky, as you don’t want too many people at work to know that you are considering finding a new job, so you can always turn to professional social networks.

Search LinkedIn to find recruiters that specialize in placing people in your field. Send an introduction and invitation to connect. Once connected, see if there are any people you recognize in their network. Ask them about their experiences with the recruiter if you find some familiar faces.

Look at the recruiter’s activity on LinkedIn. Check if they post jobs that are in line with the types of opportunities you are seeking out. Review any negative or positive comments posted about the recruiter. Check if the recruiter has been with the same firm for a reasonable time or if they seem to jump around a lot. If you see a lot of movement, it could be a warning sign.

You want a recruiter specializing in your niche, as they’ll know the space and build relationships with the critical players. If they have longevity, it is fair to say that they will have many contacts and clients that could help you in your search. You want to see the recruiter connected with human resources and hiring managers in your area of expertise.

What do job recruiters look for in a candidate?

Recruiters are required by the companies—who pay the bills—to find “on-target” candidates. The company, which is the client, demands that the recruiter produce people with all the relevant, specific experiences, backgrounds, credentials and academic degrees for the job.

Job seekers must demonstrate the ability to clearly and concisely articulate what they do and how they can add value to the company. You want to do this quickly and efficiently so that recruiters can be your advocate.

How to work with a job recruiter when they contact you

Responding to a recruiter can be a good idea even if you’re not searching for a new job. It’s a great way to inquire about the job market in your field and the compensation ranges for your particular role. If you are open to looking for a new opportunity, it’s a fortuitous contact at the right time.

Take advantage of the situation. It’s OK to ask the recruiter how they found you, who they are, and the types of roles the person specializes in. The goal is to feel out the recruiter to see if they are a good person to work with. Just be yourself. There’s no need to play games, like “playing hard to get.”

If you are interested in sharing the opportunity with you, let them know. Share a brief summary of your background, responsibilities, prior employment history, compensation requirements and the specific roles and target companies you desire.

If you are not interested in the role or a new job, be direct and honest, and say so.

Recruiters also love referrals. You can point them to someone you know that has a similar background to you and is interested in seeking out a new opportunity. If you find a couple of good recruiters, keep in touch with them. They’ll be an excellent resource for you throughout your career.

The recruiter should not ask for any money since it is standard procedure for companies to pay a placement fee to the recruiter or their firm.

Also published on Teamblind’s blog