Important information about your job search

This article explains what recruiters do and why they do it. For those of you who haven't had a call returned by a recruiter, this article clarifies that subject. You'll also see the advantage to working with a recruiter once they have recommended you for a position and why they can then be "your best friend." It's an inside look by a respected, successful professional.

Marilyn Kleinberg is President of Careers-n-Communications, Inc., a highly specialized search firm that matches qualified communication specialists in marketing, advertising and PR with permanent and freelance positions. She can be reached at (856) 795-3844 or by e-mail at marilyn@careersncomm.com.

Executive Recruiters: Career Coaches or People Brokers?

By Marilyn Kleinberg
President, Careers-n-Communications, Inc.

…"I haven't heard from that recruiter since I sent him/her my resume and I know I'm perfect for the job. They don't even return my calls!"
… "Why can't that recruiter help me find a new career? - I spent two hours discussing my skills, experience and ambitions with them and I've heard nothing from them! And, when I called them back, they didn't have much time for me; I felt I was being given a brush-off!"

These are some common complaints about recruiters. Frankly, we've heard some that are a lot worse. What we'd like to explain in this article is what recruiters actually do, what their business is, and how they can be of great help to you as a job-seeker. If you are exploring job options, chances are you have either talked with a recruiter, and/or submitted your resume through some of the Internet job boards now available to you.

One of the fastest growing areas on the web is the job boards. Executive recruiters scour them daily seeking candidates that match the client's job profiles. They also post the openings across several job boards as well as their own websites.

The quotations and questions above, commonly heard complaints, are symptomatic of the overall misunderstanding of the recruitment industry. I recall listening to a friend lament over those same issues a few years prior to my entering the executive recruitment field.

Like her, I too, was outraged by the lack of response from recruiters who, I thought, would have the perfect job for me (and therefore ought to be very interested in me). I knew her to be a very competent manager, skilled in the field with a healthy respect for continuing education in order to stay on top of her industry. How could they not find a job for her?

Here are some points that may help you, as a job seeker, to understand what is happening when you encounter a professional recruiter.

• One major source of misunderstanding: An executive recruiter or search consultant is hired and paid by a company to find a candidate that matches a specific target profile -- one which includes skills, experience, office culture, education and often emphasizes industry experience.
  

• While the recruiter may genuinely like the candidate who calls them or submits a resume, and while he/she may find the candidate has excellent skills, good professional presence, a strong educational background and good work experience, they may not have a fit within the current job openings.
  

• If he or she is to earn a living, the immediate responsibility of the recruiter is to meet the employment needs of the client company. It is not the responsibility of the recruiter to find a job for a candidate because the recruiter works specifically for the company who has the opening.
  

• Time is the recruiter's stock in trade. He or she will devote the majority of their time to the two activities described above - working with clients and working with specific candidates who closely fit the client's opening.
  

• However, if there is a fit between the job description and a current job order that a recruiter has, it is certainly in the best monetary interests of the recruiter to help the job seeker with all of the resources at his or her command.
  

• If there is a fit between your work experience and the job order that the recruiter has, you will find that the professional recruiter will move heaven and earth to help you land the job. Both your interests are now being served by this.
  

• Another key to the misunderstanding is the issue of career change. It is not unusual for a recruiter to receive ten to twenty calls a week from people seeking career advice as they attempt to move from one area of experience to a "follow their bliss" career. Although it will sound harsh, that too, is not a recruiter's responsibility.

In terms of resources to pursue that can accomplish what you might at first have expected from a recruiter, here are a few suggestions:

• Career Coaching is an industry in itself. A good career coach will work with you on a weekly basis to help you land the job you want.
  

• There are also career consulting companies that will, for a fee, spend the time with a candidate to help them chart their course and then help them in their job search.
  

• In addition, there are several websites that focus on career planning. A quick search on the web revealed over 150 sites on career counseling. Many offer the option of taking a career and personality assessment test on line. [One such test is administered by CISS (Campbell Interest and Skill Survey). I took this test just last week to check its accuracy. For $17.95 I went through several sets of questions which rated me on my skills and abilities in 6 areas and then proceeded to provide me with a 16 page report outlining careers that I should avoid, those I should develop and those I should pursue. Thankfully, it advised me to pursue work situations requiring a great deal of personal contact with others.]

So back to my original question -- Executive Recruiting: Career Coaching or People Broker? The truth is a good recruiter will attempt to take time to advise when possible, provide resume feedback, offer information as to networking opportunities, provide contacts with career coaches, encourage the candidate to do additional research in their chosen field and build a relationship which will last through future job searches.

But please understand that a successful recruiter devotes the majority of his/her time sourcing (you know those out-of-the-blue calls you get from recruiters?) and developing candidates that meet the targeted criteria of the hiring company. And the more successful a recruiter is, the less time he or she will have for such additional activities. We are People Brokers. That's our business.

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