Maybe you've had an experience with an executive recruiter, maybe not. Just like any other industry, there are good apples and bad apples...and some may say "rotten" apples. If you've had a bad experience or no experience, here are some common myths you may have heard.
•recruiters don't listen
•recruiters just want to fill a position
•recruiters do little and really add no value for the money
These myths bring up a point. There are rotten apples, but what do you look for to find the good apples? What sets a "quality recruiter" apart from the rest of the ruthless pack?
Many hear and few listen. Quality recruiters are active listeners. Clients and candidates alike benefit from the listening skills of a top recruiter. Insuring a proper fit requires interpreting information gained from both parties and providing advice and counsel based on the needs of all concerned. The best recruiters are experts at uncovering the deal breakers. If a penny can derail a train, a comment can certainly derail a deal if not recognized and handled quickly.
Just filling a position is short-sighted and narrow-minded. Why would a "quality recruiter" spend a lot of time researching, interviewing, and coaching a candidate and then throw him into the wrong position? What's the point of placing a candidate that won't work out? The recruiter's reputation gets put on the line. The client won't want to use his services in the future and/or based on the contract terms or agreement made, the recruiter may not get paid. If done intentionally, this would be professional suicide. A "quality recruiter" builds a good reputation based on using his industry knowledge and good judgment to ultimately make a placement that works out for both client and candidate.
Ask a "quality recruiter" to step you through the recruiting process and you will find that he brings a lot of value to the equation-especially to clients and candidates that are short on time and long on need. The "quality recruiter" deals with all of the logistics involved in placing the "right candidates" into the "right positions".
The value for the client is that a good recruiter grants access to "top talent." More often than not, A-players are currently employed. An executive recruiter uses his expertise and network to find and then approach these talented individuals. Recruiters juggle the logistics that include: locating, researching, screening, interviewing, call-backs, coaching, negotiating, advising, on-boarding, reference checking, and anything else that comes up-this saves the client a lot of time and provides a level of insurance against deals sliding backwards.
The value-add for the candidate is that the "quality recruiter" understands their motivation for change, researches companies, sets up the interviews, negotiates salary and/or contracts, and prepares and coaches the candidate before meeting with prospective employers. A good recruiter is with the candidate through the entire process step-by-step. Bonds built through this process create relationships that provide career guidance and management that go beyond the job.
Ultimately clients, candidates, and recruiters want the same things. All involved want a quality company to hire a quality individual. The best recruiters move this life changing process along the tracks smoothly and efficiently. Life is full of relationships that provide value through services provided. "Quality Recruiters" provide exceptional service and participate actively in company and individual's life changing events. Pick a shiny apple and enjoy.
Dave Dart is the Managing Partner of the Morisey-Dart Group, an executive recruitment firm that specializes in recruiting for Managed Print Services, Managed IT Services, Document Management Solutions, Health Information Management (HIM), Health Information Systems (HIS), Banking and Financial Services, and Legal industries.
To learn more about how you can find your next impact player visit: http://www.morisey-dart.com.