Friday, January 15, 2021
Home > Guide > 7 Myths About Working With Executive Recruiters

7 Myths About Working With Executive Recruiters

During their careers, most executives will receive a call from an executive recruiter regarding a new career opportunity. The call will inevitably raise questions about the recruiting process. This typically flattering call usually creates a degree of curiosity. How the executive advances in the process is many times based on limited experience and myths.

For perspective, several industry experts suggest that networking is by far the best means to getting your next job (~70%), followed by executive recruiters (~20%) and then, the internet (~10%). Thus, while networking is the best route to a new role, recruiters are still a very important means in the process of changing/securing jobs.

In speaking to executives individually or in larger groups, nearly all of them have spoken to but less than half have been placed by executive recruiters. Many times, limited exposure to the recruiting process leads to projections from a few interactions or sometimes myths. Here are seven common myths about recruiters and the process:

All recruiters are the same. There are some common elements, but recruiters tend to fall into three broad categories-retained, contingent and those internal to an organization. The primary difference between the three is the method by which they are compensated.

“A recruiter’s job is to get me a job.” Recruiters work for hiring organizations, not candidates. The primary role of a recruiter is to fill open positions with candidates who meet the position specifications for the hiring organization.

A call from a recruiter indicates that I’m an active candidate in a search. Perhaps, but a call usually means that at a high level, you may meet the position specification based on your resume, referral or another source.

Recruiters owe me feedback throughout the process. Not necessarily, feedback is provided largely based on the needs of the hiring organization and where the candidate fits into the process-phone screen, sourcing conversation or in the in-person interview phase with the hiring organization. The greater the interest by the hiring manager, the greater the likelihood of more feedback in the process.

If I pay a recruiter, he/she can find me a job. This is a situation to avoid. Don’t pay recruiters for their search services, organizations cover this expense. Before pursuing this direction, conduct a thorough evaluation of the firm and their references.

I only need to know a few recruiters very well. Unlike most professional services, more is better. It is best to know or contact at least fifty recruiters. They can be based on your industry and/or functional area.

By submitting my resume to recruiters construction recruitment agency directly contacts them  and select the fewer number of applications and call them for the direct interview but before that a person has to clear some basic interview requirements on the phone conference.They will know the right positions to contact me for. It is most helpful if your resume is clear about your interests. The better you articulate your desires and the supporting experiences that make you a strong candidate, the greater the probability of being included in a candidate pool for an appropriate assignment.

There are thousands of recruiters who work across industries, functional areas and with all levels of job seekers. Thus, there are exceptions to several of the myths listed above. However, clarifying the role of executive recruiters should aid job seekers in working with them in their active or passive job search.

David Scott is the head writer at TRI PR. He better part of his college life as a journalist for the college magazine. He still writes and he loves it.