The Ins and Outs of Working With Recruiters

THE INs and OUTs OFTHE INs and OUTs OF
WORKING WITHWORKING WITH
RECRUITERSRECRUITERS
withwith
Marianne Grady, SPHRMarianne Grady, SPHR
Rise Above Resources, LLCRise Above Resources, LLC

About usingAbout using
Recruiters…Recruiters…
A waste of time….
Not worth the effort.
They are middlemen… I’d
rather apply directly to the
company!
This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.comThis presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.com

RECRUITERS DON’T FINDRECRUITERS DON’T FIND
JOBS FOR PEOPLEJOBS FOR PEOPLE
RECRUITERS FIND PEOPLERECRUITERS FIND PEOPLE
FOR JOBSFOR JOBS
RECRUITERS ARE PAID BY THE EMPLOYERRECRUITERS ARE PAID BY THE EMPLOYER

Get The Inside ScoopGet The Inside Scoop
from Marianne Gradyfrom Marianne Grady
As an HR Director for a multi-billion private equityAs an HR Director for a multi-billion private equity
firm with over 18 years of HR experience, herfirm with over 18 years of HR experience, her
knowledge includes managing all facets of talentknowledge includes managing all facets of talent
acquisition, candidate interviewing and screening.acquisition, candidate interviewing and screening.
Marianne offers insights to candidates on decision-Marianne offers insights to candidates on decision-
makers' perceptions. She understands the processesmakers' perceptions. She understands the processes
HR professionals follow to determine who will get thatHR professionals follow to determine who will get that
interview and ultimately who will receive the covetedinterview and ultimately who will receive the coveted
job offer.job offer.
Marianne has conducted thousands of interviewsMarianne has conducted thousands of interviews
throughout her career and will share insights from thethroughout her career and will share insights from the
other side of the interviewer's desk. Her years ofother side of the interviewer's desk. Her years of
corporate interviewing experience will give you thecorporate interviewing experience will give you the
knowledge and tools necessary to make you feelknowledge and tools necessary to make you feel
confident and comfortable answering even the mostconfident and comfortable answering even the most
difficult interview questions.difficult interview questions.

II

Why Do Employers UseWhy Do Employers Use
Recruiters?Recruiters?
 The “attraction” upfront sales pitch and subsequentThe “attraction” upfront sales pitch and subsequent
follow up conversations are taken care of.follow up conversations are taken care of.
 They save time by identifying qualified candidates.They save time by identifying qualified candidates.
 Recruiters can handle reference checking.Recruiters can handle reference checking.
 They’ve posted the position and not received responses.They’ve posted the position and not received responses.
 No internal recruiter or HR department or no experienceNo internal recruiter or HR department or no experience
hiring.hiring.
 They experienced turnover for a particular position andThey experienced turnover for a particular position and
want help identifying candidates.want help identifying candidates.

Things to think about whenThings to think about when
working with a recruiterworking with a recruiter
 Working with a recruiter should not be your only jobWorking with a recruiter should not be your only job
seeking activity.seeking activity.
 Recruiters are not career coaches.Recruiters are not career coaches.
 You should know your worth and salary requirementsYou should know your worth and salary requirements
prior to talking to the recruiter.prior to talking to the recruiter.
 Recruiters match experienced candidates to their clientsRecruiters match experienced candidates to their clients
job descriptions.job descriptions.
 Recruiters are not resumé writers.Recruiters are not resumé writers.
 Your recruiter should negotiate your compensationYour recruiter should negotiate your compensation
package for you.package for you.

2 Most Common Types of Recruiting2 Most Common Types of Recruiting
AgreementsAgreements
CONTINGENCYCONTINGENCY
SEARCHSEARCH
 Pay only when suitablePay only when suitable
candidate is placedcandidate is placed
 The recruiter works onThe recruiter works on
many searchesmany searches
simultaneoslysimultaneosly
 Fee typically a % ofFee typically a % of
employee’s 1st yearemployee’s 1st year
base salary (15%-30%)base salary (15%-30%)
RETAINED SEARCHRETAINED SEARCH
 Pay up front,Pay up front,
guaranteed fee (up toguaranteed fee (up to
35% of total comp)35% of total comp)
 Often used whenOften used when
hiring for high levelhiring for high level
execs/niche positionsexecs/niche positions
 ExclusiveExclusive
 Gives your searchGives your search
prioritypriority

How To Tell The DifferenceHow To Tell The Difference
Between Good Recruiters and BadBetween Good Recruiters and Bad
RecruitersRecruiters

GOODGOOD
RECRUITERRECRUITER
Will have a very clearWill have a very clear
understanding of theirunderstanding of their
client’s needsclient’s needs
Will interview you beforeWill interview you before
sending yousending you
Will prep you before yourWill prep you before your
interviewinterview
Know your requirementsKnow your requirements
prior your interviewprior your interview
Value your timeValue your time
Will help you negotiate aWill help you negotiate a
fair offerfair offer
BAD RECRUITERBAD RECRUITER
Will push you to anyWill push you to any
opening they have (even ifopening they have (even if
its not a fit)its not a fit)
Send you on interviews thatSend you on interviews that
clearly do not meet yourclearly do not meet your
criteriacriteria
Throw as many resumés atThrow as many resumés at
a job as they can finda job as they can find
Try to get you to acceptTry to get you to accept
whatever is offeredwhatever is offered
Can damage your rep byCan damage your rep by
sending your info to jobs thatsending your info to jobs that
do not meet the criteria.do not meet the criteria.
Wastes time!Wastes time!

GET REFERRALSGET REFERRALS
& JUST ASK!& JUST ASK!
• How many “accountants” haveHow many “accountants” have
you placed in the past 12you placed in the past 12
months?months?
• Tell me about your history withTell me about your history with
this employer.this employer.
• What are the key qualificationsWhat are the key qualifications
the employer is focused on?the employer is focused on?
• Describe the entire compensationDescribe the entire compensation
package.package.
• Tell me about the “reports to”Tell me about the “reports to”
manager for this position.manager for this position.
• If you are a high level exec, youIf you are a high level exec, you
may wish to work with themay wish to work with the
managing partner of the recruitingmanaging partner of the recruiting
company who will most likely be acompany who will most likely be a
very experienced recruiter.very experienced recruiter.

 Understand the recruiter relationship.Understand the recruiter relationship.
 It is the employer who pays the recruiter their fee.It is the employer who pays the recruiter their fee.
 Recruiters DO NOT spend their time finding a job for you.Recruiters DO NOT spend their time finding a job for you.
 Recruiters DO spend their time trying to find a good matchRecruiters DO spend their time trying to find a good match
to their paying clients’ job descriptionsto their paying clients’ job descriptions

 Treat the recruiter as you would treat a hiringTreat the recruiter as you would treat a hiring
manager – be on time, be prepared, dressmanager – be on time, be prepared, dress
appropriately.appropriately.
 You should not approach a meeting with a staffingYou should not approach a meeting with a staffing
agency as “just meeting another recruiter”.agency as “just meeting another recruiter”.
 Candidates represent the reputation of theCandidates represent the reputation of the
recruiters.recruiters.
 We will not want to represent you if we do notWe will not want to represent you if we do not
trust you to represent us well.trust you to represent us well.
 Our clients trust that we are presenting them withOur clients trust that we are presenting them with
the best possible candidates, that we havethe best possible candidates, that we have
already prescreened.already prescreened.
 Your reputation with agencies can follow you toYour reputation with agencies can follow you to
other firms in the area.other firms in the area.

Using an old schoolUsing an old school
resuméresumé

Resumé TipsResumé Tips
 6 second rule – make6 second rule – make
them want to read on.them want to read on.
 Be able to tell storiesBe able to tell stories
about your experience.about your experience.
 Use quantifiedUse quantified
accomplishmentsaccomplishments
 Use appropriateUse appropriate
keywords to be atskeywords to be ats
friendlyfriendly
 Visually appealingVisually appealing
This presentation may be used only with credit to Marianne Grady &This presentation may be used only with credit to Marianne Grady & www.RiseAboveResources.comwww.RiseAboveResources.com

Resumé Tips Part 2Resumé Tips Part 2
 Please be selective and tailor your resumé for each job youPlease be selective and tailor your resumé for each job you
apply for.apply for.
 Resumés in paragraph form or read like auto-biographiesResumés in paragraph form or read like auto-biographies
will rarely generate interest or trigger hires.will rarely generate interest or trigger hires.
 Know your resumé.Know your resumé.
 When emailing the recruiter, have a clear subject line.When emailing the recruiter, have a clear subject line.
 If you give a recruiter permission to submit your resumé toIf you give a recruiter permission to submit your resumé to
a client, be prepared to go on an interview. There is nothinga client, be prepared to go on an interview. There is nothing
more embarrassing to a recruiter than to submit a resumémore embarrassing to a recruiter than to submit a resumé
to a client and then not be able to deliver the candidate forto a client and then not be able to deliver the candidate for
an interview.an interview.

Your Resumé Should Help theYour Resumé Should Help the
Recruiter Answer TheseRecruiter Answer These
QuestionsQuestions
from Elisa Sheftic, Managing Partner of Right Executive Searchfrom Elisa Sheftic, Managing Partner of Right Executive Search
 What are your core competencies?What are your core competencies?
 Do you meet the basic job requirements?Do you meet the basic job requirements?
 Do you show career progression?Do you show career progression?
 Are you a job-hopper? If not, why do youAre you a job-hopper? If not, why do you
have short tenures?have short tenures?
 What is your educational background?What is your educational background?
 What insights can be gleaned from yourWhat insights can be gleaned from your
professional and educational experience.professional and educational experience.

HOW CAN YOU STAND OUT?HOW CAN YOU STAND OUT?

GET FOUND ON LINKEDINGET FOUND ON LINKEDIN
 Before you start, turn privacy up while making changes toBefore you start, turn privacy up while making changes to
your profile otherwise everyone will be notified aboutyour profile otherwise everyone will be notified about
each changeeach change
 Use a professional picUse a professional pic
 Clear headline - no additional wordsClear headline - no additional words
 Use a summary to market yourselfUse a summary to market yourself
 Complete profile – include progressive experienceComplete profile – include progressive experience
 Use keywords in headline, summary and experienceUse keywords in headline, summary and experience

GET FOUND ON LINKEDINGET FOUND ON LINKEDIN
 Grow your network – it really is about who you know. BeGrow your network – it really is about who you know. Be
sure to connect with people in your industry.sure to connect with people in your industry.
 Include an email that is not your current employer’sInclude an email that is not your current employer’s
account and make sure it is a public settingaccount and make sure it is a public setting
 Get recommendations from professors, coworkers,Get recommendations from professors, coworkers,
clients, bosses, suppliersclients, bosses, suppliers
 Join LinkedIn groups and contribute to discussionsJoin LinkedIn groups and contribute to discussions
 Post – adding/changing content helps your networkPost – adding/changing content helps your network
visibilityvisibility
 When you talk to recruiters, connect with them so you willWhen you talk to recruiters, connect with them so you will
remain top of mind.remain top of mind.

RECRUITERS WANTRECRUITERS WANT
Honest relationships
Candidates with a clean online presence
Candidates to be responsive
Candidates to be prepared
Candidates that give feedback
Candidates that know how to network and use those LI connections for warm intros
Candidates who trust them
Candidates to dress for success and represent them well
Candidates to check in, not nag

The key to successfulThe key to successful
recruiter relationships, isrecruiter relationships, is
you need to make ityou need to make it
EASYEASY
for the recruiter to work withfor the recruiter to work with
you!you!

THERE ARE HUNDREDS OF BOBS IN THE JOB MARKET, WILLING TO
DO WHATEVER IT TAKES TO GET NOTICED

IN CONCLUSIONIN CONCLUSION
 FIND A GOOD RECRUITERFIND A GOOD RECRUITER
 UNDERSTAND THE RECRUITERUNDERSTAND THE RECRUITER
RELATIONSHIP AND HAVE REALISTICRELATIONSHIP AND HAVE REALISTIC
EXPECTATIONSEXPECTATIONS
 AVOID COMMON MISTAKESAVOID COMMON MISTAKES
 OPTIMIZE YOUR LINKEDIN PROFILEOPTIMIZE YOUR LINKEDIN PROFILE
 MAKE IT EASY FOR THE RECRUITERMAKE IT EASY FOR THE RECRUITER

Thank You Recruiters!Thank You Recruiters!
 Johan Dahl – The Paragon GroupJohan Dahl – The Paragon Group
 Jillian Gray – Career FindersJillian Gray – Career Finders
 Larry Laux - Management Recruiters ofLarry Laux - Management Recruiters of
Fort Worth/Arlington, TXFort Worth/Arlington, TX
 Elisa Sheftic – Right Executive SearchElisa Sheftic – Right Executive Search
 Rob Williams – K-Force, Inc.Rob Williams – K-Force, Inc.
 Matt Zeto – Rem-X Specialty StaffingMatt Zeto – Rem-X Specialty Staffing

Email:Email:
marianne@riseaboveresources.commarianne@riseaboveresources.com
Website:Website:
www.riseaboveresources.comwww.riseaboveresources.com
Follow: @mariannegrady
www.linkedin.com/in/mariannegrady/en
Marianne Grady, SPHRMarianne Grady, SPHR
Like: Rise Above Resources, LLC

The Ins and Outs of Working With Recruiters

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