Your recruiter is a tool

Well, I don’t mean tool in the pejorative! A well forged, fit for purpose tool is a valued accessory. Would you attempt a home renovation with just a hammer? In the job search process, savvy candidates realise recruiters are part of the solution – a tool in their kit rather than their sole strategy to market. Having placed many executives in senior roles over the years, people often ask me what more they could do to improve their prospects for selection. Here are five strategies to consider:

  1. Leverage your networks

It’s easy to underestimate the breadth of your own individual networks, but candidates who take the time to analyse their contacts (which may include previous colleagues and managers, university contacts, neighbours, social networks, etc.) find them a valuable source of information. Whether it’s a new opening or general market information, your chances of obtaining a position improve when you’re already recognised in your industry. For a prospective employer, it’s also less risky to hire someone who is known to be a strong performer.

  1. Select your recruitment partners carefully

While it might be tempting to send your resume to every search firm, be selective about the organisations with whom you’re entrusting confidentiality, particularly if you’re currently employed. Think about the exclusivity of your application rather than applying with every recruiter. Consultants strive to represent unique candidates who have not been overexposed and will proactively market them to our clients. Make sure that’s you.

  1. Take the lead on your job search and partner with your recruiter to bridge any gaps in your networks

Ideally a recruiter should complement, not replace, your job search activity. Manage your applications carefully and partner with recruiters who can present you to companies where you don’t have existing contacts or an established network.

  1. Cull what’s not working

Evaluate your job search progress on a regular basis and refine or ditch any strategies that aren’t working. This includes analysing the performance of your recruitment partner. If they said that they were going to market you to a particular company, ask for a progress report. If you think that they’re not delivering, then re-evaluate whether they are best suited to help you.

  1. Customise your resume

One mistake I often observe is that candidates will customise their covering letter, but fail to adjust their resume accordingly. Review your resume and consider tailoring it to suit each opportunity. The changes could be as simple as emphasising your most relevant experience by reordering your achievements.

If your perception of recruiters in general has been negative to date, try adjusting your engagement strategy by following my advice. I’m confident you’ll get results and be successful.

What advice do you have for executive candidates?

Roma Grant

Roma has over 15 years experience in recruitment across both technical and non-technical disciplines. With proven success in identifying strategic leaders and key talent for challenging niche positions, Roma places a strong emphasis on candidate management and partnering with clients. Placing a strong focus on candidate care and talent mapping, Roma feels that this focus helps her to deliver positive results, particularly for technical roles with a limited candidate pool that are difficult to source. Roma’s industry knowledge and executive search experience allows her to add value to her clients and proactively identify and engage ‘passive’, highly-sought candidates. She has cultivated extensive networks with key leaders.

Roma Grant
Senior Consultant, Technical & Operations
Slade Executive Recruitment
Level 7, 15 William Street
Melbourne VIC 3000
Tel: +61 3 9235 5100
rgrant@sladegroup.com.au
sladegroup.com.au

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