Job seekers in search of a potential recruiter have many options. While there are countless recruiters and other resources available online, finding the right headhunter to partner with requires some effort. This person will be representing you and helping you to further your career, so it’s important that they understand you well enough to effectively support your efforts.
Here, members of Forbes Coaches Council share 16 key insights to keep in mind during your search for a headhunter to find the right fit. Read on to learn about the most important things job seekers should look for in a potential recruiter and why these factors matter so much.
Members pictured from left to right.
Photos courtesy of the individual members.1. Proactively Building A Relationship Is Key
A referral from trusted friends or colleagues will go a long way. Recruiters are paid by the companies that hired them, so it’s good to get a strong relationship going with a recruiter so that they can understand more about you than just your résumé. Begin this relationship before you need a job. One way to partner with a recruiter is to help them recruit through your personal network. - Curtis L Jenkins, Jenkins & Associates
2. It’s Important To Ask Questions And Do Research
Ask questions of any recruiter to ensure they will accurately represent you as a candidate—especially if you work in a highly complex field. You can vet recruiters by checking to see how well-connected they are on LinkedIn. In addition, a quick search of their credentials will show you how long they’ve been in recruiting and if they have a background in your industry. - Laura Smith-Proulx, An Expert Resume
3. You Can’t Be Afraid To Differentiate Yourself
When meeting with recruiters, take time to explain not only the job you want but also how you are uniquely qualified for specific roles. I find that many executives I coach during a career transition often don’t know how to talk about themselves. This creates a gap that forces the recruiter to make assumptions about you based on a résumé. Don’t be afraid to talk about what differentiates you. - Christine Grimm, Aria Consulting International
4. Developing A Formal Plan Of Approach Is Helpful
Ask yourself these questions: “Does this recruiter have a full understanding of my career goals and objectives? What are their goals in the relationship? Will they submit my résumé and arrange interviews with companies that meet or exceed my expectations?” Having a formal plan of approach will help the client and the recruiter, which can produce a successful relationship for all parties involved. - Deborah Hightower, Deborah Hightower, Inc.
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5. Recruiters Focus On Specific Industries And Roles
Generally speaking, recruiters tend to focus on a specific industry vertical or job category. It’s essential to understand the types of roles crossing their desk. Contingency recruiters only get paid if they make a successful placement; this may sound utilitarian, but having the skills and experiences that they tend to seek out will help increase the odds that they will keep you in mind. - Scott Singer, Insider Career Strategies
6. Working Exclusively With One Recruiter Limits Your Options
Some recruiters want exclusivity, even though this limits a job searcher’s options to only that recruiter’s purview. When working with recruiters, ensure you’re not signing up to be represented by only one of them; there are many recruiters out there recruiting for positions similar to what you’re looking for! - Luke Feldmeier, Online Leadership Training - Career and Leadership Accelerator for Engineers
7. Recruiters Work For Employers, Not For You
First and foremost, job seekers must always remember that recruiters are retained by the employer, so they work for them, not for you. Bearing that in mind, you should look for a recruiter who is experienced in your targeted occupation and industry. Recruiters are successful when they make placements as quickly as possible, so they need to have foundational knowledge of your target space. - Kathy Bernhard, KFB Leadership Solutions
8. Scoping Out Recruiters’ Specialities Ensures A Good Fit
Understand that most recruiters specialize by industry or level of candidate. It’s easy to Google recruiters and scope them out on LinkedIn, so you can zero in on right-fit recruiters. That upfront work will allow you to start the conversation on an informed and educated footing, which saves time and awkwardness and builds future positive rapport. - Laura DeCarlo, Career Directors International
9. Headhunters Can Provide Useful Insights
“Partnering” may be too strong of a term. The headhunter works for the client—the hiring company. Their desired outcome is to present two to three finalists. You, the candidate, are secondary to that process. So, if the headhunter doesn’t work for you, what can you get from them? An understanding of the thought behind the job description, the hiring process and the personal characteristics desired. - Barry Michael George, Impact Global Coaching and Leadership LLC
10. Recruiters Should Have Relevant Industry Experience
How long has the recruiter been recruiting in your industry? Do they understand the lingo and the nuances? Do they have the relationships in place to create trust with hiring managers? This allows them so much more flexibility in presenting candidates and in the feedback they can share with the job seeker. - Krystal Yates, EBR HR Experts
11. Forming A Strong Connection Is Important
Help the recruiter understand who you are as well as what you want. Ask them about themselves and what is important to them when they’re looking for opportunities for you as a candidate. Ask them to reflect back to you what they have heard from you about what is important to you about the role and the business you are looking to work for. Ensure that you feel comfortable with their answers! - Sarah Needham, Unique-U Coaching
12. Opting For A Lower-Fee Recruiter May Not Be Best
First and foremost, it’s crucial to find a recruiter with the necessary experience, knowledge and contacts in your industry. While it can sometimes be tempting to work with a recruiter offering a lower fee, these recruiters may not be as knowledgeable or as successful in filling your position. - Peter Boolkah, The Transition Guy
13. A Recruiter Must Value Your Attributes To Represent You
Select a recruiter who values the attributes you stand for. Without this, the headhunter’s representation of you will be mechanical and transactional at best. In this competitive recruitment landscape, beyond skills and experience, the X-factor is usually found in values, motivation and character. - Thomas Lim, Technicorum Holdings
14. Good Recruiters Build Long-Term Relationships
Some recruiters just want to sell you, with a goal of maximum gain for themselves. They aim only for a short-term “win” for themselves. Others care about their reputation and long-term relationships with the organizations and candidates they work with. They are transparent about the conditions of contracts and value opportunities to work together on future contracts. - Aina Alive, Bee Agile
15. Recruiters Often Hop Around, So Read Their Résumés
Recruiters can often hop around (which is partially the nature of the role), but if you are seeking someone who has a proven track record, I would advise reading their résumé first. How long have they been employed at X firm, and does that shop specialize in the industries you are interested in? Second, ask to speak to their former clients (that is, successful placements) to learn more about their processes. - Joshua Miller, Joshua Miller Executive Coaching
16. Headhunters Are Channels For Gaining Exposure
There are two types of headhunters: contingency and retained search. It doesn’t matter that you know which type is which; what is important is to remember that headhunters don’t work for you. They work for the company—the entity that pays them. Because of that, I recommend that you do not look at recruiters as partners, but as channels through which you can gain exposure with companies hiring for the jobs that you’re targeting. - Cara Heilmann, International Association of Career Coaches
