I am curious as to what message you would like career/job transition coaches to give clients regarding developing a relationship with recruiters as part of their search strategy.  What are the do's and don't that we might suggest to them.  Thanks for your thoughtful responses. 

Mikal Jackson


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Don't tell a headhunter that you are "negotible" on salary when we ask for current or asking or salary history.  We have to have some idea of your salary range before we will submit you to our client.  Period.


Telling us that you "prefer to discuss salary further along in the interview process" will insure that you never get that far.  It is in our best inerest to get a candidate the best offer we can get them but we are not going to submit a candidate for a 100K base job who is making 150K unless they have a very good reason to take that kind of a cut.

In most cases employers are not going to offer a candidate who is making 75K a 50% increase in salary.  If a candidate is asking for a more than reasonable increase they need a better reason than it says on Mony.com that they should be making a certain amount.  Internet salary surveys are about as reliable as asking your teenage kid.


If a recruiter tells a candidate that they are not a fit for the job don't argue or tell us that we don't know what we are talking about and don't know how to do our job.  It's fine to ask why you don't fit, what skills you would need to have.  We know what our clients are looking for, we know the cultural fit.  If a recruiter tells a candidate they are not a fit use that opportunity to build a relationship so the candidate becomes a consideration for the next position that may be a fit for their experience level and industry expertise.


A candidate has to have a good resume.  Most employers are not yet ready to accept your Linkedin profile or some flowery functional crap without dates of employment or partial resumes to try and make a candidate look like they are 30 when in reality they are over 45.  You are who you are.  Getting the interview will not get you the job if somebody walks through the door who is not what the employer was expecting based on what is on the resume.

Hello Mikal,


Us external recruiter types DO prefer to work with experienced candidates who are:  seriously qualified and highly accomplished in disciplines and industries we work in; highly motivated to accomplish more; extremely flexible and mobile; and honest in their deliberations--because these are the PLUS factors our clients prefer.  They don't pay us types for sending over candidates with little experience or average qualifications.  We can be flexible but we have clients to please and follow-on work to pursue.


As for DON'Ts--if hidden agendas, surprise discoveries and fibs of any size arise--they are deal breakers.

We are paid by clients with an exact fit mentality.

Tell jobseekers to quit asking if recruiters are contingency or retained..coaches seem to think that's important for jobseekers to know and it's not...if the jobseeker is qualified and committed, AND the client wants to talk to them, that's all that matters.


Tell jobseekers to be honest when recruiters ask them " have you ever interviewed with my client before, and if so when"?


Tell jobseekers that recruiters are go betweens in a transactional relationship..we aren't rainmakers nor can we make things happen faster simply because they need a job.


Tell the jobseekers that resumes require effort and should reflect qualifications for the positions they want to be submitted on..just submitting a laundry list of jobs doesn't cut it.

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