CHOOSING THE RIGHT RECRUITER

By Paul T. Forde

For the experienced engineer who undertakes a job search, there are several avenues which can be pursued as part of the job campaign. One route the job seeker should not overlook is the use of recruiters. While the percentage of engineering positions placed via recruiters is not large, this "route" may be the key to finding the right job.

Many engineers who undertake a job search will inevitably discuss potential employment with a recruiter. However, not only should the job seeker be extremely careful when establishing contact with a recruiter; it is equally important that a company interested in filling a position and utilizing a recruiting firm be equally "critical". The following example shows what can happen when a both an employed and unemployed engineer use a recruiter with a "questionable" reputation.

A friend of mine (who I will call "Mike") was employed in an engineering capacity at an electronics firm. He has been employed at this particular firm for about ten years. One day he received a telephone call from a recruiter who told him about a position available at a company in a nearby city. At first Mike told the recruiter he was not interested. Over the next few weeks the recruiter persisted; each call he made to Mike made the job sound more attractive, and he convinced Mike that he was the best candidate to fill this position. Finally, after receiving several phone calls, Mike decided to look into it. He spent the weekend updating his resume and mailed it to the recruiter. After one week and not hearing from this recruiter, Mike telephoned, but never received a response. Finally, after leaving a few messages, Mike gave up.

While this was going on, through another friend, I learned about this position, and in particular, the company name, and the person within the firm who would be making the hiring decision. I told Mike, but since he had just mailed his resume to the recruiter, decided to work through him. In the weeks that followed, I found that this recruiter had sent two other candidates into the company, and within three weeks after Mike had sent his resume, the position was filled. Mike never received a return call from the recruiter, nor did the recruiter ever submit Mike's resume.

About a month later, I received a call from this same recruiter. He was looking for some information on a person I had worked with about a year before (Joe). The recruiter told me that someone else told him that I would be a good person to talk with, since I worked with Joe. I informed the recruiter that it was my policy not to discuss past employees and offered to give him a contact at the firm's personnel office. Before I could do this, he said: "just between you and me, Joe has a somewhat 'spotted' reputation". At this point, our conversation ended. I later learned through a mutual friend that Joe was relying heavily on this recruiter to assist him with his job search. Joe had no idea that this recruiter was making this type of inquiry.

The above examples are based on actual incidents. As a person undertaking a job campaign, would you want to use this recruiter? Furthermore, as a company looking to retain the services of a recruiter, is this the type of person you would want looking for perspective employees? Recruiters can be very valuable sources of assistance when either searching for a position or looking to fill a position. However, by choosing the wrong recruiter, as in the case of Joe and Mike above, they would have been better off avoiding him altogether.

How does one find the right recruiter? Like many aspects of the networking process, it involves time, effort, and persistence. The first place to begin is by asking friends, associates, members of trade groups, or local engineering society chapters if they can recommend a person or firm. In some cases, like the above, I am certain both Joe and Mike would not hesitate to relate their experiences with that particular recruiter.

According to Dan Regan, a recruiter at Maxwell Marcus (Milford, CT) and the host of a local cable TV show called Career Line, there are several ways to evaluate a good recruiter. First and foremost, the recruiter or firm must have a good reputation. How can this be determined? By simply asking questions. For a person who is looking for a job, and using the networking process, he will most likely come across the names of reputable recruiters. Also, a job seeker should not hesitate to ask a contact if he or she has had any experience with recruiters, and which (if any) their firm may have utilized in the past. If a company has utilized such services to fill positions, they will undoubtedly give their opinion. After all, this is part of the networking process; seeking the advice of a person to identify job opportunities. Dan also mentioned that a Certified Personnel Consultant (CPC), as designated by the National Association of Personnel Consultants, is an indication of the recruiter's commitment to the industry. Part of the preparation for certification entails ethical and legal issues.

Once a job seeker has identified a reputable recruiter, they should compose a well written cover letter and attach a resume. Contrary to what has been published recently regarding the use of the resume, Dan believes it is still mandatory for the technical fields. He also indicated that a well written cover letter is important, and the candidate should clearly state his goals and accomplishments. If the recruiter has a good understanding of a candidate's needs, it makes it easier for him to initiate an investigation to determine if there is a fit; that is, does the firm have a "placement order" which may be a match for this particular candidate. A person's use of what Dan terms "action words" in their cover letter and resume also help to get a recruiter's attention. By combining action words with accomplishments and an enthusiastic attitude, the job seeker's chances are very good that the recruiter will take notice.

What other issues should both a company and job seeker look for in a recruiting firm? For the technical related fields, the recruiting firm's use or access to a data-base is very important. Coupling this with Dan Regan's suggestion that candidates clearly "communicate" their goals, will increase a candidate's chances of at least obtaining an interview.

Once a candidate has made contact with a recruiter, it is important that he continue his job search and not rely solely on the recruiter. The person should also not limit himself to one recruiter. Dan Regan indicated that many firms retain recruiters on an "exclusive" basis. Therefore, it is in the candidate's best interests to identify other reputable recruiting firms so this opportunity is not missed. However, this does not mean that the candidate undertake a "mass mailing" to every recruiter. Under these circumstances, a person can lose control over where their resume is circulated.

What are the most common complaints a job seeker has about recruiters? Probably the most frequent is they rarely return phone calls. The candidate should remember that the recruiter's fee is paid by the client firm for which he has been conducting a search. Therefore, his responsibility for returning telephone calls yields to them. If the candidate has made initial contact with the recruiter and established the type of position he or she is interested in, there is little need to contact the recruiter for a "progress report". Consider it another way; if a candidate has established a good "rapport" with the recruiter, he or she knows of their qualifications and will undoubtedly be looking to place them if there is a fit.

What other criteria can a job seeker use to evaluate a recruiter? Again I asked the opinion of Dan Regan. He suggested that a person or company concentrate on recruiters who specialize in a particular field or industry. This is important for both the job seeker and the firm utilizing a recruiter's services. The hiring firm and job seeker will obviously want someone familiar with the industry to identify candidates or positions. In many cases it saves time and frustration if the recruiter has knowledge of the industry, the products or services, and the job requirements in terms of experience and education.

Other suggestions in evaluating a recruiter; will he contact the candidate before he mails a resume to a particular firm? A good recruiter will usually state this up front. If he does not mention it, chances are he will consider almost any company "fair game" in terms of sending out a resume. A candidate may also wish to ask a recruiter how he plans to "market" them. This is particularly important if they are currently employed and conducting a "discreet" job search. In addition to his industry contacts, does he plan to answer newspaper advertisements on a candidates's behalf? In each of these instances, the job seeker looses control over where his or her resume is circulated.

Finally, Dan Regan had some excellent comments about the interaction with a recruiter. If there has been a problem in the past which could affect a company's decision to hire a candidate, they should tell the recruiter. In some cases he may be able to diffuse the situation with a potential employer. Don't put the recruiter in the position to be the last to know. Honesty from the start will avoid potential embarrassment for both the candidate and recruiter, and helps establish a mutually beneficial relationship.

About the author

Paul T. Forde is a graduate engineer with over 15 years industry experience primarily in the metals related fields. He received degrees from Rensselaer Polytechnic Institute (RPI) and Columbia University. His book, EFFECTIVE TECHNICAL NETWORKING, is a step by step process for conducting an effective job search via the networking process. It is available from the American Society for Metals (ASM) at 1 800 336 5152 ext. 900; fax 216 338 4634; e-mail mem-serv@po.asm-intl.org or directly from the author 401 333 4605; e-mail LOCHREA@aol.com