|Part 1: Working with Recruiters|
|Copyright 2006 by Tony Beshara - Creator of The Job Search Solution Online Program|
PERSPECTIVE ON RECRUITERS and WHAT WE CAN and CAN'T DO FOR YOU
The Fordyce Letter, the country's foremost authority on the placement and recruitment profession, maintains a database of some 33,000 firms in the United States that are, in one form or another, involved in the business of direct personnel placement. (This would include even the "casual" placers of people, temporary staffing firms or companies who, as a part of their business, do some sort of placement.) For the past ten years or so, according to Kennedy Information, Inc. who publishes The Directory of Executive Recruiters, there are approximately 5500 permanent recruiting firms of all types in the United States. 35% to 45% of this number went out of business over the past three or four years only and will be replaced by the same number. 20 new recruiting firms open in the U.S. every week. It is estimated that one-third of these firms work on a retainer basis and the rest on some form of contingency basis. The average recruiting firm, according to The Fordyce Letter has 3.1 "consultants" in it who average successfully recruiting and placing 1.5 people a month. The average tenure of these firms is seven years and the average "consultant" has been in the business for three years. In the early '70s it was estimated that 5% to 10 % of the professional people who were hired in business were hired through the help of a third-party recruiter of some sort. That estimate today is closer to 20% or 25%. As the job market expands, good candidates are harder to find and third-party recruiters will be used even more.
Traditionally, recruiters have been defined in two broad camps. The retained recruiter is paid partly in advance to find an employee. The contingency group receives their compensation only if they are responsible for causing a candidate to be hired. There is, however, a broad range of contingency firms that you need to be aware of so that you can decide if they can actually help you find a job.
We will discuss, in general terms, the reasons why you should use a recruiter and what the recruiter can do for you, as well as what a recruiter cannot do for you. I will then discuss in detail what you need to know about the relationships that different kind of recruiters have with employers and therefore the kind of relationship they will have with you as a candidate. The most important aspect of this session is for you to know how all of the different kinds of recruiters can help you, based on that type of recruiter's relationship with the employer.
What you should expect from and how each of you should deal with a "recruiter " depends on your understanding of the kind of recruiter that you're dealing with. When you know the kind of recruiter that you are dealing with and his or her relationship to the employer, you will know how to manage your own expectations.
In general, here is what a recruiter, can do for you:
Here are some things that a recruiter cannot do for you:
|Articles on Recruiting|
|How to Recruit the Best People|
|Working With Recruiters|
|Part 1: Working with Recruiters|
|Part 2: Recruiters' Biggest Challenge with Candidates|
|Part 3: Recruiters' Biggest Challenge with Employers|
|Part 4: Perspective on Recruiters|
|Part 5: What It All Means for Job Seekers|
|Part 6: Retained Search Consultants|
|Part 7: Contingency Search Consultants|
|Part 8: Employment Agents|
|Part 9: Placers|
|Part 10: Contract Recruiters|
|Part 11: Internal Recruiters|
|Part 12: Staff Recruiters|
|Part 13: Staffing Firm Recruiters|
|Part 14: Management Consultants|
|Part 15: Research Consultants|