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As with
the contingency recruiter, we are paid when we
actually cause a person to be hired. Many of us
that are in the contingency/search consultant type
role started out as an "employment agent." We are
more oriented toward the candidate and "marketing"
that candidate to potential employers. We're more
candidate oriented than employer oriented,
especially in the beginning of our career. As we
progress we become more balanced in whom we actually
work for.
In the
'60s, '70s, and ‘80s and even in nearly '90s,
candidates or "applicants," as we called them, paid
all or some of our fees. We started out being more
candidate oriented than hiring company oriented. We
are, basically, an "agent" for the candidate.
We
interview candidates on a daily basis and then
market those candidates to either employers that we
have worked with before, or ones that we actually
"cold called" and tried to generate an interview.
We work "for you" by trying to get you as many
interviews as we possibly can.
The
"roots" of our role in recruiting began placing
administrative (what used to be called secretarial)
type personnel and grew into more of the
professional realms. We place all levels of
candidates but have a tendency to focus on whatever
the market will bear. We will interview many
candidates and market the most placeable candidate
we can find.
The
longer we do it, the more we learn what our repeat
hiring authorities need.
Our advantage to you: I am going to be
oriented to trying to find you a job. If you have
skills and experience that I can promote to
companies that I have worked with before or new
companies, I will pick up the phone, call them and
try to get you as many interviews as I possibly
can.
A lot of
the employers that I work with I've worked with
before. I take advantage of the employers with a
"pain" that will be interviewing you and hire you
because of the urgency they have. Sometimes I know
a lot about the companies I work with and sometimes
I don't. If you are a reasonably qualified
candidate, I will try to get you as many interviews
as I possibly can.
Our disadvantage to you: I spend most all
of my time cold calling and trying to generate job
opportunities and interviews for the best candidates
that have come to me. I will not spend a lot of
time working for you unless I can find someone that
is willing to interview for an immediate opening. I
probably don't have a lot of in-depth knowledge of
some of the companies that I might get you an
interview with, because I "cold called" them about
you, found an opening and got you the interview.
We're
both limited by your experience and the contacts
that I have. If I have a lot of experience and have
made a lot of contacts and can get you a number of
interviews, we're both in luck. If I have been in my
profession for less than three years, I am not going
to be as knowledgeable about the marketplace as
others might, but I'm certainly going to hustle my
butt off to get you interviews.
How to deal with me: Realize that I'm going
to get you interviews if I can get any employer to
talk to you. I interview as many candidates as I
possibly can and get the best interview
opportunities that I can find.
When and
if I can get you an interview, you need to ask me
lots of questions about the opportunity. The same
questions that you asked the contingent search
consultant about the interview are appropriate.
You need
to know that most of the companies that I work with
have a high degree of "pain," i.e. the need to fill
a job very quickly. I'm going to try to get you an
interview in any way, shape, or form that I can,
either with a hiring authority or an interviewing
authority.
I'm
going to " ballpark " you into an interview. I will
try to get you any reasonable interview that I can,
based on your experience or background, regardless
of whether it's something you would "ideally like."
You need
to go on every interview that I get you or I will
quit getting you interviews. You may get my help in
selling yourself with what I know about the company
I send you to, but I may not know enough to really
give you leverage.
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