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Choosing and Working with a Recruiter
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A critical element in determining the right headhunters for you is
noticing the ratio of words coming out of their mouths compared to words
going in their ears. You might call it the WO/WI
factor. (Easy to remember because, "Wowee! Man, does that guy
talk a lot!") A headhunter's interaction with a potential candidate
reveals volumes about how they work. A WO/WI factor greater than one (more
words going out than in) can be a sign of greater disregard to
come.
A key factor in partnering with a recruiter is whether or not
they take the time to listen to your needs and desires. Many candidates
get frustrated dealing with recruiters constantly calling them about
positions that don't fit their stated desires. The best way to deal with
them? Don't! The headhunter for you is the one who gets to know you, your
interests, and your needs during the first phone-call (caveat: that they
have initiated) and then only contacts you with opportunities that fit
those criteria. Therefore, the WO/WI factor, in the beginning at least,
should be small-ideally a ratio of less than one. Although recruiters may
initially focus on and espouse the merits of a particular opportunity,
which is natural, you need to get a quick sense of whether or not your
interests are being probed-or are they just trying to fill a hole. Whether
you're a match for that particular position or not, good recruiters always
want to build their database with potential future candidates. Therefore,
they want to know what would really turn you on.
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WO/WI of 3 = Commercial! Catch
zzzzs!
WO/WI of 2 = What's missing
is you
WO/WI of 1 = Extremely more
fun
WO/WI of less = They pass the
first test |
When you connect with a good recruiter who gets into your interests
and desires and, over time, tells you about positions that fit those
interests and desires, stick with 'em. But don't expect that headhunter to
have immediate opportunities that fit-unless you want you're square
corners rounded to fit a hole. Finding the perfect position may take some
time, especially if you're quite specific about what you want. Keep in
mind that greater flexibility on your part leads to your recruiter calling
you with more possibilities. A good rule of thumb: two calls from a
recruiter to whom you've spilled your super-specific guts with positions
that don't fit, move on to someone who listens.
However, if you
bare your soul to a recruiter who doesn't call back for a while, if ever,
either
1) they listened well and can't help you, or
2) they are
simply still looking for a position that fits.
In either case,
there is less wasted time on your part. Wouldn't you want your recruiter
to spend time trying to find opportunities for you rather than easing your
insecurities? It won't make anything happen faster to be on the phone
telling you that they don't have anything for you. If you haven't been
called, assume there is nothing yet to call you about.
Although a
recruiter is paid by her client companies, a good search professional
operates with two customers in mind: the company and the candidate. You
might call the company the "client" and the candidate the "customer." Just
know that a good recruiter understands that to really forward things in
this life-the client's, the candidate's, the recruiter's-it's best that
everyone be pleased with a placement. Candidates who have had their edges
shaved to fit particular round holes eventually become dissatisfied, even
if they work out relatively well in the short run. This means they have to
move to other jobs, and the company must find other people to fill their
positions. Although there is a misperception that this is the ideal
scenario on the part of the headhunter (the "churn" factor), someone who
operates on this Ride-'em-in/Ride-'em-out philosophy will not succeed for
long. A recruiter's reputation among clients and candidates is determined
by each party's satisfaction with a placement. Real success is built upon
this kind of reputation. You want to "partner" with such a recruiter.
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